What to measure, when to measure and why measure. We think we have a universal agreement and understanding of these things. And we probably all agree that TA leaders should have their fingers on the pulse of said metrics. Umm, not so much.
Like everything in HR, recruiters have more predictive metrics than they know what to do with. Again, knowing which predictive metrics are best and how to analyze them is intellectually elusive and painful. The goal of this session is to explain the future of predictive recruiting metrics that matter and why they matter.
This particular juncture in history is a bit overwhelming. When people talk about making data-driven decisions, what exactly do they mean? Throw out our experience, forget what we’ve learned, and lose the funny and not-so-funny stories that are a part of our career? No.
What people generally mean is that “we” should look at data first, then square that against what we know to be true. This session will be exclusively about the future of predictive recruiting metrics.