Tag Archive: analytics

  1. Using HR Analytics to Improve Your Quality-of-Hire

    Having a difficult time finding high-quality candidates? Use HR Analytics to find the ideal employees

    Employers around the country are claiming to have a difficult time finding high-quality candidates for their job openings. In many cases, the problem isn’t that employers can’t find enough applicants. In fact, studies show that companies receive an average of 250 resumes for every corporate job opening. The problem is that employers can’t find qualified candidates.

    If your company, like so many others, is having a difficult time finding qualified candidates, the right HR analytics can help. Here’s a look at four HR analytics you can use to improve the quality-of-hire at your company.


  2. Why Real-Time Solutions Improve Attrition

    Is your company struggling with high attrition rates and turnover?

    Is your company struggling with high attrition rates? If so, you are not alone. A recent study revealed that 87 percent of today’s employers consider improving attrition rates to be a top priority. This comes as no surprise considering that today’s highly competitive job market — spurred by high unemployment and the emergence of online career sites — has made it harder, and more costly, to both attract and identify top talent.


  3. How HR Analytics Can Improve Your Hiring Strategies

    HR Analytics Can Improve Your Hiring Strategies

    Your workforce is likely your most valuable, yet most expensive assets. In fact, you can expect anywhere from 40 to 80 percent of your total company budget to go towards maintaining your workforce. Hiring costs alone are now averaging at more than $4,000 per hire. Companies must find effective ways to maximize their recruitment strategies while keeping hiring costs manageable and the quality of hire high. Utilizing the right HR analytics can make this happen.

    4 HR analytics that can provide insight to assess and improve your hiring strategies

    Here’s a look at four primary HR analytics that can provide the insight you need to assess and improve your hiring strategies.


  4. “Am I Ready for Talent Analytics?” Here’s How to Find Out

    How do you know when your company is ready for Talent Analytics

    It’s pretty amazing how split people are over the topic of talent analytics. “Split” in this context doesn’t mean that people are disagreeing with one another. Rather, people being split on talent analytics have to do with whether or not this new method is right for them. “It’s complex and hard to get started with!” they might say, while simultaneously saying ‘analytics are important to understanding what we’re doing effectively, what we can be doing better, how we can be targeting better candidates….’. It’s a double-edged sword: the benefits are undeniable, but companies may not feel it’s right for them. So, how do you fix that?


  5. 4 Ways Data Analytics Will Relieve Your Talent Acquisition Pain Points

    Talent analytics and data are rapidly becoming everything in the hiring world, despite it still being relatively new to human resources. A simple way to view this trend is that it’s old enough for HR leaders and experts to recognize it’s unprecedented importance, but young enough for companies to struggle and not understand. And while we know that there are countless benefits from talent analytics, there’s also plenty of ways that data can relieve your HR team from pain points that stretch from targeting and hiring talent to managing internal expectations. (more…)

  6. Study: Driving Hiring Assessment Success via Analytics

    [In this multi-part series, FurstPerson will examine the award-winning results a telecommunications customer achieved through the use of FurstPerson’s hiring assessment tools. The series will examine specific obstacles, goals, statistics, and results that FurstPerson and the customer witnessed from the use of these assessments.]

    Hiring assessments are not bandages on a hiring process, nor are they “plug and play” solutions to improving the talent acquisition process. When done correctly they are dynamic and designed to cut to the core of a candidate and help answer the forefront question of hiring teams: is this person qualified for the job they’re applying for?

    Learn About The Importance of Analytics in Talent Assessment