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Two weeks ago (2011) I wrote a post on accurately measuring “Source to Hire” through your ATS & job distribution technology and received the following interesting comment from Master Burnett: There is rarely a single source of hire in today’s hyper connected reality. Single source of application maybe.
SEO Job Pages created on Career Site for every new open job requisition in ATS. Centralized and Real-time Analytics across all sources, campaigns and initiatives. Customized Email Engagement based on Candidate Actions. Mobile Responsive Career Site for candidate visitors. What do all of these initiatives have in common?
Here’s an example of what you might see in your Google Analytics dashboard: Having this information helps you understand which job boards or job ads are serving you best so you can make informed decisions on where to spend your budget. utm_source=linkedin&utm_campaign=engineers&source=linkedin. ? Nerd alert!
TalentAnalytics is one of the biggest trends in today’s HR. And while I could write more about this, I think it’s a better use of our time to point to Josh Bersin’s great article before we begin, “Big Data in Human Resources, TalentAnalytics Come to Age”. Why Recruitment Marketing Analytics?
Based on this report, they then develop a more targeted talentsourcing strategy and plan. Talent mapping analytics provide valuable information that can improve a company’s sourcing efforts by identifying qualified candidates more effectively. Recruiting without a talent map?
It allows you to unify your recruiting team, track all candidate touchpoints, and automate sourcing and outreach processes. With Gem, you can source candidates from a variety of platforms, including LinkedIn, Facebook, GitHub, and Greenhouse. SeekOut At the heart of SeekOut is its powerful candidate sourcing capabilities.
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