Think about the times you’ve planned to make a major purchase, eat at a new restaurant, or visit a vacation destination. Chances are you did research, talked to others to gather input, and made the best decision based on the information at hand.
In reality, the process didn’t end there. You learned that a particular brand is reliable, that a restaurant chain offers good value, or that a certain locale or venue is worth the trip, and those conclusions continue to influence where you shop, dine and travel. In short, you made a decision, measured its impact, and now use that knowledge to make better choices in the future.
So why aren’t we doing the same when it comes to hiring? In a world driven by information, why aren’t we using data and analytics to address the questions that keep talent acquisition professionals up at night: Did we make a good hire? Does our hiring process actually work? If not, where is it falling short? And how can we make it better?
The good news is that we can — and just as importantly, we can create a hiring system that learns from itself, continually improves, and does it in real time.
Breaking Down the Challenge
These days, more effort than ever is being put into the front end of the hiring process. The escalating use of innovative HR technologies provides clear evidence that companies are investing significant time and money, and using novel strategies and solutions to recruit top performers.
But what happens once they’re hired?
Read the full article by Greg Moran in ERE Media – Recruiting Intelligence.