Visier’s The Demand for Data-Driven Talent Acquisition report is a very quick read and gives some interesting data to consider as you plan for your 2017 talent acquisition activities. The opening paragraph of this short white paper sets the stage for some interesting data points:
“With countless recruiting-related technologies and assessment options on the market, business leaders might expect that measuring the long-term impact of talent acquisition is a practice that’s well-established and effective. A survey of hiring managers, however, suggests that the reality is just the opposite.”
The bottom line is that still, after massive investments in recruiting technology, it’s still tough to predict the long-term quality of hires. And measuring the impact of the recruiting process is becoming job #1 for many recruiting organizations because their clients, hiring managers, are expecting more.
200 hiring managers from across the U.S. – from a number of industries – took a survey in October 2016. All of the respondents were from organizations employing more than 8,000 people with over $1 billion in annual revenue. The size of the responding employers may well be irrelevant in the discussion of talent acquisition and what continues to challenge organizations of all sizes.
The report is fairly straightforward – just 8 questions are reported in this paper. Two that stuck out to me are pretty obvious, but also pretty revealing:
It’s no surprise that managers in larger organizations – remember the respondents were hiring managers not HR or recruiting professionals – want the recruiting process to be improved. Other questions and data in the report show why that would be the case. Hiring managers in larger organizations appear to be challenged by the effectiveness of their recruitment support teams. But beyond finding the right people who will stay in the job, hiring managers also want more data-driven processes when looking for new talent. Data-driven business processes abound in larger organizations and hiring managers are expressing deep interest (70% of them!) in employing data-driven processes for talent acquisition. Makes sense to me.
Visier publishes these bite sized reports fairly often and I enjoy reading them. They open windows of simple (and sometimes all too obvious) insight that can be quite useful.
One response to “Talent Acquisition the Data-Driven Way”
Business communication is supposed to be a dialog. It appears that HR/Recruiting is better at talking than listening. Do we not hear that managers want recruiting to be data driven or do we disagree with that? If so why and why aren’t we telling them? Maybe we as a group are not capable of handling anything more complex than the day-to-day touchy-feely aspects of the job.
I’m plagiarizing a source that I can’t recall, but of all the resources a business has to manage (Physical Assets, Financial, Intellectual Property, Human) the human resource is the most difficult to manage because human interaction is so complex. Anyone who doesn’t know that people can’t be managed using a rigid set of rules needs to just quit and become a bartender or barista. If it were easy, anyone could do it.