Senior HR Business Partner
With so much data available, it’s easy to get carried away when it comes to deciding which talent acquisition metrics add value and should be reported on. So take time to clearly define business requirements and set reporting objectives. Are you looking to drive increased engagement with your recruitment marketing email campaigns? Is your focus on strengthening talent pipelines? Do you want to increase the quality of hire or cut time-to-hire?
Once all stakeholders have agreed upon actionable and measurable goals, build your data model to keep track of the necessary talent acquisition metrics and analytics over time. That includes having the right level of fields and the right level of process breakdown that enable you to capture the information and report on it.
One critical reason why we chose Avature ATS was to create a holistic data model that supports both the pipelining of prospects, as well as the handling of active applications. Avature is the agile and responsive backbone to our talent acquisition technology landscape, supporting our candidates, our recruiters and our hiring managers along the entire recruiting journey.
Senior HR Business Partner
– Track progress over time with Avature Reporting and Analytics. It will allow you to:
– Tailor the data model to your business based on your needs through an easy-to-use UI that makes data accessible to all stakeholders.
– Pick from a wide selection of charts, including bar, circular, area, line, funnel, map, donut and bubble styles.
Avature Reporting and Analytics is simplifying things for us. It’s very impressive to see how our community has grown, to see our recruiters caring about data and wanting to know how they can get further with it.
Digital Project Manager
The new vision of HR treats talent acquisition an internal service with multiple stakeholders. Discover the right metrics to empower you HR strategy.
Metrics play a huge part in the talent acquisition process and understanding them correctly can make the difference when it comes to optimizing efforts and winning the war for talent.
70% of companies said they consider people analytics a high priority. However, only 9 percent of companies believe they have a good understanding of which people dimensions drive performance in their organizations.
Check out the impact of having customized data models for this industry leader.
NuVasive automatically adds candidates it meets to its post-events communications workflow. It tracks hiring status and sends ‘keep warm’ content to non-hires. They also use outreach reports to measure their ROI at events.
CBRE partnered with Avature to double its workforce in five years and translated its goals into measurable metrics. The end result: they cut time to hire by 12 percent and cost per hire by nearly 20 percent.