Welcome to our 2015 in Review blog series. In this four part series we take a look back at some of the talent acquisition and hiring trends discussed in 2015. In part two of the series we recap the different discussions about analytics we had in 2015. Upcoming topics include candidate experience, and various hiring trends.
Analytics - whether it be data, talent, predictive, or some other form - have provided some fascinating discussions in 2015. The idea of analytics alone is something that every company seems to want, and yet there are so many different road blocks, including just getting started. There's been a kind of "catch-22" that's been discussed with talent analytics where companies recognize how essential these efforts are to have in their own organization, but they're not certain where to start or if it's even right for them. Analytics has also caused companies to feel like they need to rethink their hiring strategies, but that may not always be the case as we explored in one of our blog posts. And even if analytics were put into place, there's still the challenge of overcoming personal feelings towards the data, and learning to trust it over your own intuition.
In this end-of-the-year recap, we take a look back at some of the most essential blog posts about analytics throughout the year.
Data Analytics vs. Gut Instinct: Analytics can provide valuable insights into the hiring process, but does that mean hiring managers trust them? We explored the idea of letting go of the "gut instinct" hiring managers have in the hiring process, and trusting their data.
The Human Side of Data Analytics: Data may feel like a series of rigid numbers and statistical points, but what about the human aspect of hiring? Will data really replace the human side of human resources? We took a look at how data analytics may be the future, but people aren't being replaced anytime soon.
Boost Your Candidate Experience with Data Analytics: When done correctly, the data you collect can tell you an infinite amount of different things about your organization. In this blog post, we examined how data analytics could tell you everything you could ever want to know about your hiring experiences, including how to improve them to make the most positive candidate experience you can provide.
Examining Predictive Analytics in the Hiring Process: Predictive analytics has become wildly popular with the way data usage has evolved, but how can predictive analytics help you and your hiring process? We examine how predictive analytics can be used to gain transparency in the employment lifecycle - from the initial steps in the hiring process through the employment life of an employee.
Thinking of implementing Analytics? Start with the Hiring Process: Ready to start with analytics, but don't know where to begin? Try the hiring process. We took a look at all the ways your hiring process can help you build your data for your analytics efforts, and how you might already have the tools in place to do so.
The Data Scientist: With analytics becoming so popular, many organizations feel they need to hire specialized employees to manage the data. We took a look at whether or not this was necessary, including the pros and cons, as well as what to consider for your analytics efforts.
Topics: Talent Selection Ideas