Blog
Simplifying Workforce Planning: Practical Tips for HR Leaders
In today's data-rich landscape, workforce planning is essential for HR leaders to identify talent-related priorities and investments. While tools like Visier and Tableau provide instant and slick access to data, the challenge lies in ensuring its accuracy, deciphering its true meaning and turning it into actionable plans. By focusing on key metrics such as attrition rates and tenure distributions, HR leaders can create directionally-accurate workforce plans that can evolve over time to enable their organizations navigate the most complex talent marketplace we've ever known. This article details a roadmap that will help HR leaders build a simple workforce plan that will allow them to address the most important people-related trends in their organization, now and in the future.
The Most Important Recruitment Metric: Quality of Hire
At the end of the day, Talent Acquisition is only as good as the people they hire.
Hiring Manager Satisfaction Surveys: The Worst Thing to (Still) Happen to Talent Acquisition
Hiring managers rating recruiters on how well they filled their job does nothing but reinforce arcane and counter-productive behaviors. Rather than asking: "Do you like us? Were we responsive and pleasant? Did you like our candidates?", Talent Acquisition teams should be measured on hiring speed and quality. Note: by "quality" we mean how well did new hires stay in the role and how well did they perform. Because, like it or not, if TA isn't hiring people who stay and perform, something is amiss. Hiring managers, in turn, will *really* like recruiters if they hire top talent who stay longer than their predecessors. But, if you just can't let these surveys go, read on for tips for best positioning these surveys.
