Predictive analytics: 5 truths about data-driven recruiting

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Posted by Denise Moulton, on February 26, 2019.

Like it or not, somebody is always watching us. In today’s digitized world, it’s impossible to search for anything online, like or share something on social media, or research a dream vacation without revealing information about ourselves to any number of invisible data collectors. Many businesses don’t just use this data to increase their bottom line—predictive analytics allows companies to use the information gathered to more efficiently and productively attract potential talent to the organization. These five truths about predictive analytics will help shed light on just how valuable this data is in talent acquisition (TA).

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Turn Quality of Hire into insights for a competitive advantage

The importance of TA analytics


Posted by Bill Cleary, Charles Goretsky, and Navti Narang, on February 6, 2019.

Finding the right high-performing talent is a key imperative in today’s highly competitive market—it’s tough to win with less-skilled, less-motivated, and less-culturally-matched people on your team. And business executives are keenly aware of this fact—Quality of Hire (QoH) is the Talent Acquisition (TA) outcome that matters most. Here’s a look at some ways to measure it.

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The digital revolution and your candidate as customer

HR for humans: How data, digital, and human-centered design can transform HR


Posted by Mike Grennier on January 28, 2019.

While the customer has long been king in business—and rightly so—the digital age has enabled companies to treat customers like royalty by catering to their needs and preferences in unprecedented ways. Now, a competitive job market and underlying social and workforce trends have given employers another royal to consider: candidates. How is your Talent Acquisition organization taking advantage of digital capabilities to treat candidates like customers?

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Navigating the complex world of Talent Acquisition technology


Posted by Bill Cleary and Bhawna Bist on January 18, 2019.

With more than 2000 vendors in the space, the Talent Acquisition (TA) technology landscape is large and complex. No single end-to-end solution exists, so organizations must evaluate a variety of solutions from various vendors to address different stages within the TA life cycle (i.e., sourcing to onboarding). To make matters even more complex, the TA technologies are evolving rapidly. In light of these challenges, how should TA organizations approach this crucial decision?

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Talent sourcing solutions: Offering improvements beyond efficiency


Posted by Matthew Shannon on January 11, 2019.

Healthy economic growth in recent years has spurred talent markets in which job openings currently outnumber job seekers.1 Yet, recruiters still spend an average of more than 12 hours per week seeking new candidates.2 The challenge many talent acquisition (TA) organizations face is finding additional resources that can help them identify and engage top candidates before their competitors. Fast-changing technological advances position the TA function to benefit from new tools to augment the time-consuming task of sourcing talent. Our new research assessing different talent sourcing solutions provides insights into which next-generation capabilities can streamline the recruitment process, improve recruiter productivity, and enhance candidate experience.3

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Prediction: Talent acquisition will use AI and predictive data to become truly embedded in the business


Posted by Denise Moulton on December 5, 2018.

For several years, talent acquisition (TA) has been emerging from its silo of filling headcount to become part of an overarching talent strategy. In 2019, we expect record-low unemployment rates and a demand for niche skills to hasten that transformation and make the TA function a critical player in ensuring that organizations have the talent they need to be productive. This means more than improving TA strategies, enhancing relationships with hiring teams, or becoming data-driven. A substantial shift in behaviors, capabilities, and business integration will fuel TA in those organizations keen to embrace the possibilities.

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Using cognitive automation to solve the age-old problem of hiring the best talent


Posted by Stefan Lint on November 12, 2018.

You cannot follow the news today without reading stories about how robots and machines are taking over the world. One aspect of this revolution is the role of artificial intelligence in deciding who is hired and who is not. Depending on your point of view, this may either strike fear in your heart (or at least creates a level of unease), or may feel like we are finally seeing the promise of AI come true. The reality is more nuanced.

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Strategic onboarding

Helping new hires succeed

Posted by Bill Cleary on October 8, 2018.

An effective new-hire experience can contribute to an employee’s productivity and create value for the organization. Studies show that effective onboarding can improve retention rates by 52 percent, time to productivity by 60 percent, and overall customer satisfaction by 53 percent1. For new hires, effective onboarding can increase both job satisfaction and organizational commitment. Despite this, the most common approaches to onboarding often fail.2

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Learning transformed = Agility achieved

Redefining learning as a platform, rather than an event, enables and supports an agile, digital business


Posted by Lindsey West and Terry Patterson on September 27, 2018.

The corporate learning function is under pressure to deliver more capable and more engaged talent faster. How can learning meet these escalating expectations? Certainly not by tinkering at the edges. Something completely different from the status quo is in order, given the pace of business disruption overall and the way technology has permeated our day-to-day lives. The answer doesn’t lie in new or different training programs, but in a completely new type of learning platform.

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Get Your Talent in Shape


Posted by Julie Hiipakka and Kathi Enderes on September 12, 2018.

Organizations have been speaking for years about an alphabet of talent shapes—T-shaped, M-shaped, P-shaped, E-shaped, π-shaped, and I-shaped—that can help develop company strategy and maintain a pipeline of diverse capabilities.1 If you’re unfamiliar with these talent shapes, they may be best understood as members of the following two groups:

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