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Data for Good, for Evil and the Aggregation of Everything
“In today’s world the main role of talent acquisition is to give enough information to the C-Suite to enable them to build a company where people want to work.”
If you’ve been recruiting at least a few weeks, you know the top two complaints we hear from recruiters are. First, the hiring manager “wants to see a few more” people before making an offer. Second, the hiring manager won’t give me feedback on this submittal. Both of which stop recruiters dead in their tracks, rendering them useless in the hiring process. It’s not so much that they can’t move forward, it’s that they can’t move at all from here.
I’m of the belief that an ounce of prevention is worth a pound of cure and in this case, recruiting data is prevention for these kinds of stopping points in the world of hiring. We can kill 2 birds with one stone. If we educate our hiring managers and clients with data so that they have some sense of how rare what they are looking for is, we can help get them to move and better understand our process. Plus, if we are the only one’s at the table with data, we own the conversation… and that damn table.
Bill Boorman will lead a discussion about what surrounds us, that can be used for different things and how we can aggregate it from different sources in order to see the big (or at least bigger) picture. What does data mean? Why is the recruiter experience vitally important? How can you distinguish coincidence from cause? Attendees will learn the answers to these questions and more in this webinar.
I never wear a suit and I always wear a hat. I have a simple vision to make recruitment better for everyone. I work towards this by advising talent technology companies on their product road map, with V.C.'s over investments in the sector.