The Business Case for HR Software and People Analytics

Even though this is a true statement, you can manage what you can’t measure, it’s not easy. In today’s increasingly data-filled business world, there’s little room for managing what you don’t understand. Because technology is so vastly intertwined in organizational practices, including talent acquisition, although it’s possible to measure what you can’t see, it’s much more difficult (and quite frankly, less accurate). Despite the potential flaws in data calculation, it’s becoming a necessary facet of the talent acquisition field.

The following article on Quality of Hire has been updated to reflect new and improved data. For more articles on Quality of Hire, take a look at these: Quality of Hire is So Much More Than A Metric 5 Candidate Screening Questions You Should Always Ask  Competencies in Job Ads Determine Candidate Quality: Here's How

Ever since Deloitte announced their revival of better performance management, the subject as a whole has been under fire. People hate performance reviews, but they need the ratings. The ratings aren’t accurate, but they need to promote. The people they promote aren’t qualified, so you end up hiring new people anyway. The truth is, the poor cycle of performance management blunders can be solved with a simple word: data. Now, you probably already use data, in fact, I know you do. Between your applicant tracking system, your talent management, and even your performance management, it’s a vital part of your organization. However, when you look at the information… how accurate is your performance management data? It’s not.