Five talent acquisition metrics will be critical to developing an effective hiring strategy post-COVID-19.
By Debbie Bolla
The global health crisis has caused organizations to shift many of their business approaches very quickly. One critical function that has been highly impacted by COVID-19 is hiring. From furloughs and hiring freezes to ramping up forces of essential workers, talent acquisition (TA) and HR teams have had to respond efficiently and effectively in a challenging landscape. And it’s time to pivot once again as workplaces reopen and leaders enter a new phase: recovery.
A people analytics strategy that draws data from all segments of the business is key to effective workforce planning and management.
By Simon Kent
For such a data-rich function, HR can seem behind the curve when it comes to making the most of the numbers it records about the workforce. But whilst finance and operations may still take the lead on number crunching, it is clear that HR has the potential to tap into its organisational people data to not only to deliver more value, but to demonstrate that value to organisation it serves.
Technology and analytics are among the main drivers shaping the future of HR.
By Karen Crone
What challenges do leaders face and what steps are they taking to best position their organizations for success? These are the questions a recent survey from Paycor was looking to answer when it asked leaders of U.S.-based small and medium-sized businesses (SMBs), or those with less than 1,000 employees, to share their thoughts about the present and future of HR. While the feedback from the front lines confirmed and amplified the findings of other researchers, several new and telling details have emerged.
Three organizations share how they use people data and analytics to amplify business strategy.
By Marta Chmielowicz
“People analytics” has been a hot catchphrase in the business world for years, with data promising to revolutionize recruiting, talent management, and myriad other HR processes. But while organizations have embraced data collection and reporting, data analysis remains in its infancy for all but the most sophisticated companies.
New research finds four key priorities HR needs to focus on to keep talent top of mind.
By Mike DiClaudio
Today’s HR leaders continue to face disruption on multiple fronts. Constant technology innovation is changing the face of the workplace and the workforce. Unprecedented competition for recruiting and retaining talent is changing the balance of power between employer and employee. HR has to respond if it wants to remain a relevant and influential part of the organization.
Tech strategies that create workforce efficiencies while engaging and exciting candidates and employees alike.
By Marta Chmielowicz
Today’s HR leaders face the challenge of becoming a top talent destination, building the workforce of the future, and providing critical insights to key decision-makers. They must manage enterprise-wide digital transformation efforts, introducing new capabilities to better attract, retain, and engage talent—all while improving operational efficiency and enabling a more agile way of working.
From identifying rising talent to reducing turnover, predictive analytics help make employee recognition programs more proactive.
By Jesse Harriott
HR leaders know it takes work to attract and maintain top talent. Locating, hiring, and retaining the best people for each open role calls for an ongoing give-and-take between employer and employee—and data is a must to master the inner workings of these dynamics. To engage quality talent and embark on the only long-term path to greater profits, organizations need to refine their talent strategy and the analytics that make it possible.
Metrics That Matter: How Can Data Drive Talent Strategies?
featuring Ron Walters, Senior Managing Partner, endevis
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