There’s an evolution cycle for Data and Talent Analytics in HR. Most organizations are currently stuck in a reactive reporting cycle, tracking a lot of metrics, but not able to proactively predict. We’re finding the ability to measure, analyze, and optimize talent practices is now critical to business success and separates the Best-in-class players from the rest.
While many HR organizations recognize the need and are starting to invest more strategically in measurement and analytics, a lot of us need a road map and a bit of guidance to get started. With the right tools and capabilities, data can be turned into your competitive advantage.
Attendees will learn:
Where to start when analyzing recruitment data
How analytics can help you monitor supply & demand
How analytics can help you stay ahead of the competition
3 ways to ensure that your company message and branding resonates with job seekers
5 Ways to Use Talent Analytics to Improve your Recruitment ProcessTALiNT Partners
Lauren Wright is Head of Global Business Expansion for Glassdoor, the career community helping people everywhere find jobs and companies they love. Lauren joined Glassdoor in 2011 as one of the initial members of the talent solutions group at their US headquarters in Sausalito, CA. In 2015, she relocated to Glassdoor's London office where she is responsible for business expansion, client relationships and strategy in EMEA.
7 Ways Data and HR Metrics Can Transform Your Hiring Workology
A discussion surrounding how data, analytics and HR metrics can help establish ROI with your business leaders and drive your recruiting and hiring results in creative ways you might not expect. The foundation ins all things data whatever level you are. We'll help you get there.
Google Analytics and Tracking Recruitment, Retention, Reputation and ResearchSeth Meranda
Seth Meranda's presentation on using Google Analytics for measuring website effectiveness based on the University of Nebraska-Lincoln's strategic goals of recruitment, retention, research and reputation.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
There’s an evolution cycle for Data and Talent Analytics in HR. Most organizations are currently stuck in a reactive reporting cycle, tracking a lot of metrics, but not able to proactively predict. We’re finding the ability to measure, analyze, and optimize talent practices is now critical to business success and separates the Best-in-class players from the rest.
While many HR organizations recognize the need and are starting to invest more strategically in measurement and analytics, a lot of us need a road map and a bit of guidance to get started. With the right tools and capabilities, data can be turned into your competitive advantage.
Attendees will learn:
Where to start when analyzing recruitment data
How analytics can help you monitor supply & demand
How analytics can help you stay ahead of the competition
3 ways to ensure that your company message and branding resonates with job seekers
5 Ways to Use Talent Analytics to Improve your Recruitment ProcessTALiNT Partners
Lauren Wright is Head of Global Business Expansion for Glassdoor, the career community helping people everywhere find jobs and companies they love. Lauren joined Glassdoor in 2011 as one of the initial members of the talent solutions group at their US headquarters in Sausalito, CA. In 2015, she relocated to Glassdoor's London office where she is responsible for business expansion, client relationships and strategy in EMEA.
7 Ways Data and HR Metrics Can Transform Your Hiring Workology
A discussion surrounding how data, analytics and HR metrics can help establish ROI with your business leaders and drive your recruiting and hiring results in creative ways you might not expect. The foundation ins all things data whatever level you are. We'll help you get there.
Google Analytics and Tracking Recruitment, Retention, Reputation and ResearchSeth Meranda
Seth Meranda's presentation on using Google Analytics for measuring website effectiveness based on the University of Nebraska-Lincoln's strategic goals of recruitment, retention, research and reputation.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How does your company stack up on on key recruiting metrics like time-to-hire and salaries? We’ve crunched Workable’s own data to provide the answers in our first Benchmark Hiring Report. Based on data from over 600 companies and 2,500 jobs, the London Benchmark Hiring Report is the most extensive report of its kind.
Learn more about Recruiting Analytics and Reporting from Workable: https://www.workable.com/recruiting-analytics-reporting
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Recruiting Metrics That Really Work For You | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Understand potential recruiting metrics, create your own recruiting metrics toolbox, and learn how metrics and best practices can enhance your position as trusted advisors in the hiring process.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
4 Ways to Win Your Competitor's Customer HabitsNir Eyal
Here's how to capture customer habits away from your competition.
For the original article, see: http://www.nirandfar.com/2015/01/competitions-customers.html
1. DATA: 2013/04/21
IZENA: Javier Requejo
Aste honetan Alaitz zaintzea egokitu zait!
Azkenean lortu dut, irrikitan nengoelako!
Lehenengoz nire logela erakutsi nion! Athletic-
en ezkutua ere bai, noski!
Larunbatean, goizean goiz altxatu ginen futbol
partidura joateko, eta oso ondo pasatu ginen
lagunekin.
Arratsateldean nire asteburuko herrira joan
ginen (Gaubea izenekoa) eta lorategian jokatu
genuen.
Igandean goizean zaldiz ibiltzera joan ginen
eta arratsaldean, azkenik, Basaurira itzuli
ginen.
Etxean, Alaitz
eta biok nire
logelan.
SINADURA:
JAVIER
