ClearCompany Recruiting
JANUARY 17, 2023
People analytics can help improve talent management processes and employee experience at every stage, culminating in a motivated, productive workforce and a successful business. This data may also be referred to as HR analytics, talent analytics, or workforce analytics. Types of analytics.
NPA Worldwide
OCTOBER 26, 2022
Leveraging data from talent analytics and recruitment reports helps you stay ahead of the competition by quickly seeing what needs improvement and where to focus your efforts. Time to fill refers to the number of days between approval of a job requisition and acceptance of the job offer. Why Should You Track Recruitment Metrics?
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ClearCompany Recruiting
JUNE 15, 2023
Talent management refers to your company’s processes for hiring, engaging, developing, and retaining employees and planning for future workforce needs. There are strategic and administrative components of talent management — all handled by human resources teams whose plates are fuller than ever. HR workers per employee.
ClearCompany Recruiting
MARCH 28, 2023
Ensure they’re well compensated, participating in important projects, and have the chance to keep growing at your organization. Potential refers to an employee’s interest in and aptitude for their role. Stars: Reward, challenge, and elevate your A-players.
Linkedin Talent Blog
MARCH 30, 2017
The head of Talent Acquisition at LinkedIn, Brendan Browne , is quick to admit that using data and talent analytics has completely changed the way his department is perceived by the business. Thanks to talent analytics, Brendan’s team went from under-resourced purple squirrel hunters to trusted and indispensable advisors.
ClearCompany Recruiting
APRIL 11, 2023
Learn more about our newest additions that are helping clients maximize employee talent. Expanding Recruiters’ Toolbelts These updates to ClearCompany Talent Acquisition products help recruiters do everything from strengthening their employer brand to automating tedious tasks so they can regain valuable hours in their workweek.
Linkedin Talent Blog
JUNE 20, 2018
In fact, men of color are 26% less likely to be referred, while women of color are 35% less likely to be referred than white candidates. Provide extra incentives for referring diverse talent. Don’t give referred candidates better treatment. Social networks are homogenous,” he says. Focus on retention.
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