We have written plenty about the emergence of an increased reliance on technology for HR analytics. As we move into the third quarter of 2017, a new survey conducted by CareerBuilder reported that 45% of organizations plan to move to new HR & recruiting technologies this year. Amongst the greatest concerns is the need for data driven solutions for automated recruiting, interdepartmental communication, and executive oversight. With so much raw data available, HR analytics are now the vanguard of the HRIS industry.
Can You Trust Your Automated Processes?
Recent years have introduced an influx of automated recruiting and hiring tools that are lightyears ahead of traditional job boards. These recruiting platforms offer A-Z solutions for the hiring process and have innovated the workflow of hiring professionals. However, many HR pros are still finding themselves in the dark about what is and isn’t working in their hiring process. Though many applicant tracking systems do offer analytics, the emphasis on data analytics and results just hasn’t made it into the mainstream.
To ensure that your automated process is doing the job, you need to be able to analyze these results and implement real, actionable initiatives. This is where applicant tracking data comes in to play. From analyzing the verbiage of your job posts, to reporting features that allow you to report on number of vacancies, recruiting days, manager progress, and daily lost revenue per open positions. This enables constant monitoring of the recruiting process and the opportunity for continual improvement.
A CFO, CTO and CHRO Walk into a Bar…
It is evident that now, more than ever, aligning organization-wide strategic plans can create powerful partnerships that transcend departmental goals and exceed organization objectives. Unifying expectations through interdepartmental communication reduces information silos. We recently discussed the negative effects of information silos, and concluded that there seems to be a direct correlation between the number of systems used within an organization and the number of internal communication issues caused by informational silos.
Removing information silos is key to unifying the benchmarks of each department to achieve the goals of the organization at large. With cross-departmental access to data and the ability to effectively communicate HR analytics, finance is never in the dark about HR issues and HR is constantly supported by IT. While HR works to fill a vacant position, finance can know exactly how much that vacancy is costing per day, and plan accordingly. No more over-hiring, no more under-staffing. Everyone is on the same page.
Executive Oversight, Without Micromanaging
The role of an executive in the Health and Human Services industry is often one of the most demanding roles, habitually a balancing act between program development, fundraising, planning, and people managing. Therefore, executives need concise and relevant reporting of HR Analytics to view trends and identify key workforce issues. Robust real-time reports provide innovative and actionable insights and save valuable time.
The DATIS Workforce Analytics module is a powerful business intelligence and HR analytics toolkit. This toolkit includes executive, administrator, and manager dashboards, delivers robust standard reporting, and provides an easy-to-use custom Report Builder. Download our comprehensive data sheet today to discover DATIS Workforce Analytics.
This DATIS Blog was written by Zaid Dabus, DATIS, on July 13th, 2017 and may not be re-posted without permission.