Introducing: Talent Analytics For Dummies, Glassdoor Special Edition

Glassdoor for Employers

employer spends about $4,000 and 52 days to hire a new worker (Bersin by Deloitte Talent Acquisition Factbook 2015). If you’re in HR, recruiting or talent acquisition, do you know your own organizational cost-per-hire (CPH) and time-to-hire by department, title or recruitment channel? From setting realistic hiring goals and determining the most profitable job boards to decreasing your time-to-hire, studying the data behind your hiring efforts— talent analytics —can help.

Predictive Talent Analytics Lives up to the Hype


Using predictive analytics early in the recruitment process to identify performance and tenure potential has significant implications for the talent acquisition industry. The recent Bloomberg Business piece, citing research conducted by the National Bureau of Economic Research (NEBR) has lent some independent validation regarding the effectiveness of this software, making it easier for talent acquisition professionals to embrace these applications.


Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

3 Factors Strongly Linked to Better Employee Retention, According to 32 Million LinkedIn Profiles

Linkedin Talent Blog

So we applied the same calculation to the world of employee retention to see the odds of someone staying at a company — and we found three factors that are strongly linked to better retention. We looked at 32 million LinkedIn profiles to produce our own “retention curve.” That’s all fine and good, but things get really interesting when we look at what factors are linked to improved retention. Either new position was linked to greater retention. Survey.

5 Biggest Challenges Modern Recruiters Face

Social Talent

Hiring the right candidate has never been more important as a company’s ability to find, attract, and ultimately recruit skilled talent is going to determine how successful they are in meeting their business growth objectives. Talent acquisition is now firmly on the agenda of chief executive officers (CEOs) and business owners across the world. This means recruiters are facing an increasingly demanding and competitive talent market with many recruiters going for the same candidates.

How Hershey Used Data to Increase Retention Rates and Improve Workforce Planning

Linkedin Talent Blog

And that’s exactly what Sean Kirlin , Senior Manager of HR Operations & Systems, and Emilie Thomas , Director of Advanced Analytics, set out to build with their teams at Hershey. Using workforce data, they’re creating a predictive retention model that helps identify flight risks at an individual and macro scale, allowing them to boost retention with targeted support and plan their talent needs months ahead of time to ensure they’re fully staffed when they need it most.

3 Areas That Workforce Analytics Create Business Value


Gartner estimates HR can boost an organization’s profit margins by 4% and drive talent outcomes by up to 23% by improving its analytical capacity. It’s not surprising then that 70% of organizations expect to increase their investment in workforce analytics in the coming years. This renewed interest in analytics is driven by two main factors. Here are the 4 areas of HR that workforce analytics are being applied to create business value. Recruiting analytics.

3 Reasons Why People Analytics Should Be a Priority for Every HR Team

Linkedin Talent Blog

We’ve run the numbers and the results suggest that it’s time for HR professionals to add data analytics to their tool belts, if they haven’t done so already. One of the findings shared in LinkedIn’s The Rise of Analytics in HR: An Era of Talent Intelligence is that over the last five years there has been a threefold increase in North American HR professionals who list either analytics skills or analytics keywords on their profiles.

Everything You Need to Know About Hiring for Soft Skills


Here are some examples we pulled from our library of over 350 job-specific surveys: Hotel Housekeeper: remain calm and helpful when handling complaints from guests. To select great candidates and improve your post-hire retention, all you really need to do is make sure your hiring process effectively examines each candidate’s previous performance in each of these key competency areas. How to hire for soft skills and find the best candidates for every role.

SkillSurvey Releases New Version of its Candidate Reports to Provide Recruiters More Information for Decision Making


The new design provides recruiters and hiring managers with more analytics, new flexible options to view reference feedback and ways to configure the report to help hiring managers interpret the feedback. “We’ve By evaluating behaviors and detailed talent analytics based on specific job types, it provides us the opportunity to make more informed hiring decisions,” said Holly Heinze-Coolican, Director of People Development, Raymour & Flanigan.

3 Ways Data Shapes the Talent Strategy at Tesla, Chevron, and LinkedIn

Linkedin Talent Blog

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. In Will’s words, talent analytics strives to be “HR’s nerdy best friend.” Talent Analytics Talent on Tap

4 Trends Changing the Way You Hire and Retain Talent in 2020

Linkedin Talent Blog

This year will call for the kind of vision that allows talent professionals to see beyond the horizon, look around corners, and spot things the competition is missing. Trend #2: People analytics — Meaningful insights will inform talent decisions at every level.

The Hiring Metrics That Will Matter More (and Less) This Year

Linkedin Talent Blog

A good place to start is by looking at metrics like employee retention, engagement, and performance ratings. About 41% of recruiting professionals surveyed said they currently measure this metric at six to 12 months, and 70% said this will be very useful in the future.

Getting People Analytics Right: Josh Bersin Shares the Right Approach and Tools

Linkedin Talent Blog

A recent report from Deloitte found that 71% of companies view people analytics — the practice of collecting, cleaning, and interpreting data about employees to make better business decisions — as a high priority at their organization. Despite this, just 9% say they have a good understanding of the talent dimensions that drive performance, and only 8% say they have any usable data in the first place. Before you get started with analytics, make sure you have quality data.

Data 43

Why Using Data Is Your Key to Increasing Diversity, According to This Tech Leader

Linkedin Talent Blog

He believes speaking out about diversity has hurt his career, and he’s not alone: studies show that people of color and women are penalized for promoting diversity , while white men tend to get rewarded for the same behavior, Leslie explained at LinkedIn’s recent Talent Intelligence Experience in New York City. Here’s how Leslie says bias impacts hiring, promoting, performance reviews, and retention—and how you can use data to speak courageously and promote diversity.

10 Reasons To Use ClearCompany for Performance Management

ClearCompany Recruiting

ClearCompany’s new Employee Engagement Suite provides all the essential tools you need to build a high touch, #digital strategy to support employee #engagement and #retention. Robust State-of-the-Art Performance Analytics. Makes Performance Part of a Connected Talent Strategy.

Why Do You Think The Demand For Recruiters Have Increased?

Recruit CRM

A Recruiter's Role Is Becoming More Business-Related With Time Even today many recruiting jobs revolve around executing some core tasks which also comes under talent analytics, like candidate sourcing, interviewing, or candidate experience.

How AI makes data-driven decisions possible in recruiting


Empirical evidence usually has this intended effect when those in possession of it commit to data analytics — a critical foundational need in every company that wants to analyze data and use it to make decisions. Data analytics in a nutshell. Do you need recruiting analytics?

Data 203

Are You Using Data to Drive Your HR Strategy?


Over the last few years, business functions (marketing, sales, legal, communications, products, operations, compliance; just to name a few) have expanded their data sources to include social media insights, internet analytics, search and traffic patterns. HR can use a combination of operational, internet and social media metrics to analyze recruitment volume, sourcing effectiveness, candidate experience, retention and brand impact. Data Source: Survey. Measure: Retention.

Data 28

The Proven Way LinkedIn Keeps Its Tech Talent

Linkedin Talent Blog

Together they set out on a mission to assess top talent across the company’s engineering and operations teams, understand the flight risk of this group and develop plans to make sure they stayed. They engaged more engineers and invested more heavily in training managers to lead retention conversations. Here’s how they achieved these results: 7 Key Steps in Building LinkedIn’s Engineering Retention Program - Year 1. Dig even deeper in the talent analytics data.

The Importance of Recruiting Metrics

Contract Recruiter

HR professionals know the value of recruiting metrics even if they don’t have any talent analytics plans in place. Josh Bersin in Deloitte’s 2013 report, Talent Analytics: From Small Data to Big Data , says that 75 percent of HR leaders say analytics are important to business success but just over half of them don’t use them. Many rated their workforce analytics as poor.

By the Numbers: December 8, 2017


Talent Acquisition Year in Review 2017. What a year 2017 has been in talent acquisition! From the lowest unemployment rate in over a decade to the adoption of predictive analytics…or just the recognition of data capture and analytics as a whole, the industry has seen ample change and growth. We took a look at this past year and created an overview, ‘ Talent Acquisition Year in Review 2017 ’. Cheers to a strong 2018 in talent acquisition!

The Skills That Will Matter More for Recruiters in the Future — and How to Develop Them

Linkedin Talent Blog

In a new report from LinkedIn, The Future of Recruiting , we surveyed nearly 3,000 global talent professionals about the recruiting skills that would become more important by 2025. Three key skill sets emerged: Engaging passive candidates, analyzing talent data to drive decisions, and advising business leaders and hiring managers. Analyzing talent data to drive decisions.

Employer Branding On A Budget

ClearCompany Recruiting

Creating messaging that attracts the right talent, allows you to tell an authentic story about your company, and it creates an emotional connection that will help you stand out to job seekers. Lastly, our talent analytics can measure your results.

The Ultimate Recruiter’s Guide to the People Analytics Debate (And How You Should Use Them) 


People analytics has been a big term in human resources (HR) and recruitment circles lately, but it’s kind of hard to define. VoloMetrix provides a definition of people analytics that explains how expansive the term really is: “ People Analytics is the use of people-related data to optimize business outcomes (and solve business problems) at the individual, team or organizational levels. ” The term envelops any type of analytics that are related to your people.

The Ultimate Recruiter’s Guide to the People Analytics Debate (And How You Should Use Them)


People analytics has been a big term in human resources (HR) and recruitment circles lately, but it’s kind of hard to define. VoloMetrix provides a definition of people analytics that explains how expansive the term really is: “ People Analytics is the use of people-related data to optimize business outcomes (and solve business problems) at the individual, team or organizational levels. The term envelops any type of analytics that are related to your people.