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Is your Data Upside down?

 

Turning Insight Into Action

You have more than enough information but not enough insight to make a decision.  The data is disconnected, old and unreliable. Fixing it seems as impossible as boiling the ocean. But that's why we don't boil the ocean. 

 
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Don't Blame Your ATS

Your ATS was designed to reduce litigation risk, not optimize recruitment.  In fact, you’d be better off trying to unscramble eggs than use your ATS to track Candidate Experience.  Ouch, not making any friends in the ATS world today.  Sure, there are some amazing platforms out there - among the more than a hundred to pick from.  And even the best have data security & privacy, customization & localization, and process & tool constraints. 

TIP: So how do we optimize if the ATS isn't the answer? There are several approaches to explore but start by understanding that the data may need to come out of the ATS, not go into it.

Get the Right Prescription

What if you took your puppy to the veterinarian and all they told you was "Yes, your puppy is sick, I think he has a fever, come back in a few weeks and I can tell you more"  Yet many talent acquisition organizations run their business using these kind of slow, simple, descriptive and diagnostic measures. "Yes, we have 100 aged requisitions, I think we have poor quality candidates, I'll look into it, let's review it again next week". 

Analytics today must be real-time, robust and prescriptive.  Today's TA leaders no longer settle for "here's what happened". They expect to hear "this is what will happen".


TIP: Shift from ATS thinking to digital talent marketing.  Learn to how snippets, cookies, XML feeds, targeting and retargeting work. Understand the difference between your current (push) sourcing approach and the value of (pull) marketing.(pull) between sourcing strategies 

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Learn Programmatic

Programmatic Advertising increases quality applicant flow using AI and target marketing. It's one of the key tactics to successful recruiting in future but there are two critical factors you must tackle early to ensure success:  

You must have a comprehensive data strategy to connect RPM applicant traffic to hiring outcomes.  You'll need to understand how UTM codes, snippets, java script, API and XML work together. If this is gibberish to you, don't run from it, get some help because this is language future recruiting speaks. 

Next, you must proactively shift some focus from sourcing to screening. The most common problems you'll need to solve are your screening process (step) integrity and inadequate or unwilling screening resources. 

TIP: If you are only using your career site, subscription job boards and Linked-In posts you have work to do. 

Solve the Riddle

"A riddle wrapped in a mystery inside an enigma".  Building a data strategy to optimize Talent Acquisition sometimes feels that way.


There are no less than four levels of interconnected talent acquisition optimization strategies to deliver a great hire.  At the heart is the interplay between the old (boards, organic, CRM) and new (programmatic and communities) sourcing strategies.  ir, each must be tailored to environmental factors such as labor type, supply, location and category (e.g temp vs perm). Then model the optimum processes and supporting tools.  And now the hard part (seriously) define a data strategy capture and visualize the results so that optimization can be continuously applied.

It should be no surprise why many firms have decided to invest significantly into, or outsource Talent Acquisition.

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Dents in the Universe

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