The reporting capabilities of recruiting technology have evolved in recent years, equipping Talent Acquisition teams with a wealth of data that are critical for success. And those analytics have meant invaluable results for leading recruiting teams who know how to leverage them. After all, hiring involves repeatable processes and is brimming with data that can enhance and improve those processes.

The outcome—if this data is well-leveraged—is better, more efficient hires. But recruiting doesn’t always know how to get value out of their numbers. Gem’s latest ebook Mastering Recruitment Metrics: An in-depth guide explains how individuals and leaders from the recruiting org can unlock value from data in their funnel to elevate their recruiters, improve operational efficiency, and position TA as a strategic partner to the business.

Transforming Recruiters Into Talent Acquisition Authorities

When recruiters can bring the right data and intelligence to tell the company’s hiring story, they can confidently push back when necessary, hold hiring teams accountable, earn hiring managers’ trust—and become a legitimate business partner.

Debugging the Hiring Funnel and Improving Process Efficiencies

The key to improving recruiting and hiring performance is having data on the entirety of your recruiting operations in one place (just like sales and marketing teams have done for years). You can’t improve performance if you can’t figure out what’s working and what’s not—and it’s certainly more difficult to track metrics without a single source of truth for all your hiring efforts.

Forecasting Progress and Capacity Planning for Hiring Goals

Building a strong, trusted relationship with Finance is critical to getting the resources you need to fill the reqs you’ve been handed. Your CFO wants to set reasonable goals, but they need your help in getting data that justifies why you need more budget or more recruiters. They want confidence that if they say “yes,” you’ll deliver.

Reporting to Your C-Suite and Demonstrating Ta’s Impact

What executives ultimately care about are the business impacts of Recruiting: is Talent Acquisition hitting its goals; and if not, how can you solve that problem together? Getting into executives’ heads and adopting their strategic mindset means translating data into dollars and prioritizing predictive analytics over historical metrics, results and outputs over process efficiency metrics, strategic impacts over functional or operational ones, and revenue over cost-cutting. C-levels want to know about increasing revenue, productivity, and innovation.

Learn How Best-In-Class Talent Acquisition Teams Are Wielding Data

To get a closer look on how to tackle your recruitment metrics, download our ebook Mastering Recruitment Metrics: an in-depth guide to learn what metrics matter, and why.

In this ebook, we provide TA with a guide on how individuals and leaders from the recruiting org can unlock value from data in their funnel to elevate their recruiters, improve operational efficiency, and position TA as a strategic partner to the business.

Recruiting
Business Impact Data Talent Acquisition
Authors
Brandice Payne

Brandice Payne is a Manager of Customer Marketing and Content Strategy at Gem. She has a strong background in building engaging communities and is passionate about helping teams enhance their hiring processes while prioritizing inclusivity and equity.