This year’s ERE Recruiting Conference was all about quality of hire, which will be a key trend for 2016.
A Staffing.org survey found that CEOs rated quality as the most important performance metric.
This is in alignment with Jobvite’s Recruiter Nation Survey, which found that improving quality was the top priority for recruiters and HR professionals over the next year. Despite this, 46% of talent acquisition leaders aren’t tracking it:
@ERE_net recent survey of 2400 TA pro’s “what don’t you track”, #quality was biggest gap for #hr #analytics #ERE15 pic.twitter.com/7JDYygxxsp — Brandy Ellis (@bellisrecruits) October 27, 2015
Not only are talent acquisition professionals missing out on tracking this important metric, they're also missing the opportunity to optimize for quality of hire with recruiting analytics:
McIntosh on recruiters and TA analytics: 40% are clueless; 50% are not sure how, but want to learn more; and 10% get it #ERE15 — BountyJobs (@bountyjobs) October 27, 2015
ERE's Chief Analyst, Rob McIntosh, shared that only 10% of recruiters really understand recruiting analytics, while 50% recognize that they should be utilizing them and want to learn more. Another 40% of recruiters are either clueless about why recruiting analytics are important, or just don't care. However, the focus on recruiting analytics is still relatively new - and will likely catch on over time:
RT @ronniebratcher: No one was talking about Recruiting Analytics pre-2011. According to Google trends @TomBecker #ERE15 — Glen Cathey (@GlenCathey) October 28, 2015
According to Google Trends, there were few people searching for "recruiting analytics" prior to 2011.
Although. there appears to be a stronger interest in recent years. As the trendsetters lead the way with their own recruiting analytics success stories, more talent acquisition leaders are sure to follow suit.
1/2: Great example about @FlyFrontier finding no difference in quality of hire of candidates who hadn't been employed for >6 months #ERE15 — BountyJobs (@bountyjobs) October 27, 2015
2/2: Biases in recruiting should be questioned and challenged #ERE15 — BountyJobs (@bountyjobs) October 27, 2015
Recruiting analytics helped Frontier Airlines discover that quality of hire was the same for the long-term unemployed as it was for other candidates. By eliminating this bias, they have been able to tap into a talent pool that many other organizations aren't considering - giving them a competitive advantage when it comes to hiring quality talent.
Salesforce expanded their talent pool in a similar way. One of their past requirements for a sales position was enterprise software sales experience - but they eventually ran out of candidates that fit that criteria.
They crunched their data and found that their top performers didn't necessarily all have enterprise software sales experience, but that many of them had prior experience using Salesforce. After uncovering this data point, they had a much larger talent pool from which to recruit - which helped them maintain a high quality of hire.
As the talent shortage worsens, quality will become increasingly difficult to maintain. If organizations want to improve quality in 2016, they will need to track it and optimize for it with recruiting analytics.
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About the Author: Jen Dewar
