Organizations are recruiting talent in an increasingly complex and competitive talent acquisition (TA) environment—one that requires greater market, candidate, and process intelligence. Quantitative approaches can provide that intelligence, enabling insights critical to improving operational and business outcomes, much as they do in marketing, sales, supply chain, and finance. From better awareness of candidate fit to process and technology optimization to increased understanding of TA’s impact on the business, analytics is a powerful force in the quest to source and hire top talent.
Employers have more pressure than ever to fill new jobs efficiently and effectively in the midst of low unemployment and skilled labor shortages. The challenges multiply with the increased risk of talent movement—44 percent of Millennial workers will be looking for a new job in two years,1 and are 25 percent more likely to search for a new job than non-Millennials.2 With average new-hire turnover rates of 14 percent,3 a clear need exists for improved projections and insights into staffing needs and strategies
