HRO Today December 2017 - 58

Talent Acquisition
When implementing succession and
hiring plans, the process should
be documented and measured in
all steps from job postings to exit
interviews in order to accrue data
necessary to future-proof.
process should be documented and measured in all
steps, from job postings to exit interviews. " To get a
comprehensive look at program performance, make
sure to measure beyond an accepted employment
offer, " says Vice President of Workforce Solutions for
AgileOne, Tracey M. Richardson. " Lots of important
data is waiting to be discovered in the on/off-boarding
process, including exit interview data and feedback from
employee referral sites [like Glassdoor]. "
* Application efficiencies. This is an early step in the
hiring process that can make or break an organization's
talent pipeline. " The application process is another area
where knowing the data can help refine the recruiting
funnel, " says Richardson. " This includes applications
received, applications started but not submitted,
application completion time, and applicants per open
requisition. Knowing this information is the first step
to figuring out if your funnel has any gaps, where they
might be, and how you might fix them. "
* Manager performance. Have a program in place to help
managers take responsibility for talent in the pipeline,
and keep track of how managers are developing that
talent. Employees with potential should be identified
and trained, which can reduce turnover and better
prepare organizations for future talent gaps.
* Candidate job satisfaction. This metric helps track
whether or not the recruiting strategies created a
realistic depiction of the job requirements, and whether
the organization is successfully keeping employees
[58]
HRO TODAY MAGAZINE
| DECEMBER 2017
How Can AI
Help with
the Future?
According to a recent study from Accenture,
85 percent of business leaders plan to invest
in AI-related technologies over the next three
years. Today's job-response optimization
helps create effective job postings, and
macroeconomic data can help improve
candidate quality, talent pipeline planning,
and resource allocation.
engaged. Tracking employee engagement and job
satisfaction is vital not only to attempt to keep them
engaged and interested in growth, but to be prepared
for unexpected departures. " RPO providers must assert
courage in terms of calling out workflows that do not
enhance a candidate's experience, " explains Browne.
If organizations can point out what is creating a less
desirable candidate experience, then they can address
the issue.
* Loss impact. If an employee leaves the company or
transitions due to promotion, an organization should
have a process in place to fill that talent gap. Measure
the effects of the loss and develop a strategy for
minimum impact.
* Internal candidates versus external candidates. Pay
attention to how many people are in the talent
pipeline, where they are coming from, and how
successful they are at the job. Is it more cost effective
to hire from within? Are internal candidates creating
greater impact on the organization? Either way, alter
the strategy with this knowledge in hand.
Solving Problems with Data

HRO Today December 2017

Table of Contents for the Digital Edition of HRO Today December 2017

HRO Today December 2017 - 1
HRO Today December 2017 - 2
HRO Today December 2017 - 3
HRO Today December 2017 - 4
HRO Today December 2017 - 5
HRO Today December 2017 - 6
HRO Today December 2017 - 7
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