…HR ideas from Jeffery Giesener – SourceMob.com – CEO
Do you have analysts to steer your data waters?
Or are you Shark Chum?
Your organization needs to navigate their Business Intelligence road map. You also need a Social Business Intelligence platform to identify where you can save recruiting budget and as a result lower your Cost Per Hire (CPH).
What Talent Acquisition Business Intelligence metrics are in place and are being tracked to prove what you believe to be so?
- Do you even know which metrics should be tracked?
- Have you asked yourself and Talent Acquisition organization why are our Career site analytics down or flat year over year?
- What affect has Social Media played in our Career site visits?
- Do you know the answers to any of this?
What happens if your CFO asks what is the Return on Investment ROI of your Recruiting?
Perhaps, you’ve have even taken this one step further and asked internally why are our candidate campaign costs continue to rise while our net applies are declining?
Here is the challenge I see in the Talent Acquisition industry and I sense it is also a significant hurdle for your Talent Acquisition organization as well.
There are currently three distinct Candidate Business Intelligence silos.
Silo #1: Start tracking metrics from the beginning of a job campaign and/or from visitation from your Corporate Career pages.
Silo #2: Track applicant data through your Applicant Tracking System (ATS) Pages. When Candidates Apply through your ATS you need to know where is the candidate defection occurring, on which page and how to improve or optimize the candidate apply experience?
Silo #3: Out of the ATS, candidates are teed up for your hiring process. But have your identified your hiring process metrics? For instance, how optimized and efficient is your hiring process? Do you know your gross to net hiring metrics?
Are their other challenges? Yes…perhaps three distinct data collection silos but none of them talking to each other.
You may be already be feeling the pressure from your CFO to lower your Cost Per Hire or Cost Per Headcount. The challenge is how to do it when you do not have the right analytic platform for Business Intelligence, one that provides the On-Demand data for decision-making and one that reaches across all three data silos.
The end game is to use Business Intelligence and Social Analytics to do more of what is working and less in the way of candidate advertising that isn’t working.
How many other solution vendors are even discussing Cost Per Hire or ROI with you?
Let’s schedule a virtual appointment at your convenience. Simply reach me by email at jeff@sourcemob.com or by phone at 952-417-6955.
ABOUT SOURCEMOB: SourceMob links Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob software distributes job content and conversations providing a job posting springboard to over 3.5 million candidate profiles on Facebook, LinkedIn, Twitter, Google+ and all of the major search engines. Our solutions also enable Mobile Quick Apply and candidate application management services to create efficiencies and lower recruiting costs.
Looking forward to hearing from you,
Best,
Jeffery
Jeffery Giesener
CEO/Founder
SourceMob.com
612-349-2740
Twitter: @sourcemob
http://www.linkedin.com/in/jefferyjeffgiesener