The basis of a good recruiting analytics solution is always the evaluation of recruiting channels. However, there are many more application scenarios that can provide obvious added value for daily operational or strategic recruiting work. In principle, recruitment analytics can relatively easily add value wherever we already have data and/or digital processes. Additional data always leads to additional analysis options, which can even be combined with existing data if necessary. For example, analyze the results of your online assessments or other selection processes. You may be able to see which of your selection steps is superfluous or even has a particularly high predictive validity with regard to later career success. Or you can analyze applicant characteristics that you read out using a CV parsing module. For example, you could analyze exactly how successful applicants from your target universities are in the application process compared to applicants from other universities in order to optimize recruitment.
What should I look for when looking for a recruitment analytics solution?
The topic of HR analytics is not yet particularly established and the first iraq telegram data reputable providers in Germany have only been around for a few years. First and foremost, make sure that the provider of such a solution is neutral and has no vested interest in the data going in a particular direction. This would be the case, for example, if they were to receive commissions for placement or recommendations from job boards or were financially dependent on job boards.