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HR & Talent Strategy

HR & Talent Strategy

Human resource management is an Axiom specialty. We help organizations better identify, attract and manage the talent they need to execute their strategy and help ensure the Human Resource function is organized and equipped to deliver value to the rest of the business.

 
Article excerpt:
 

Recruiting Strategy: How Analytics Can Improve Performance

By Lei Tong

Setting the right recruiting strategy can be a real challenge. For example, senior executives at a leading professional services firm needed answers about a decline in the number of new job applicants, particularly for hard-to-fill science, technology, engineering and mathematics (STEM) roles critical to the firm’s growth. Similarly, a major medical center saw that some critical patient service roles were not being filled fast enough to meet demand. The risk to their mission was escalating.

Like many other organizations, four recruiting pain points were undermining their strategies:

  1. Competition for Talent—The symptoms of this challenge include not being able to attract the right applicants or expand the labor pool; an employment brand eroded by social media and other market factors; an undifferentiated employee value proposition; and one-size-fits-all sourcing strategies that don’t distinguish critical opens from those that are less crucial.
  2. Process Execution—Advertising through existing channels may be attracting the wrong candidates, thus undermining recruiter productivity. Assessments commonly are used ineffectively for key roles. Drawn-out recruitment processes prompt qualified candidates to drop out.
  3. Recruiting Performance—Underperforming recruiters may be hiding in plain sight. Recruiters do the same job differently, with mixed results. Screening at the early stages is often not focused on the key characteristics of the position, particularly when recruiters are unsure about how to address new types of roles.
  4. Diagnostics and Reporting—“Days to fill” and offer acceptance rates are lagging that add little value. Without data and insights from a quantifiable fact base, diagnosing the root cause of problems is difficult. Often, there are no ROI measures for recruiting campaigns. Without an ability to identify changes in talent market competition, employers can be left behind.

Read the rest of the story here.

recruiting analytics

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