In the second of the series of blog posts covering the topics I spoke about at Recfest, I have been asked to expand on skills based hiring. In doing this, we need to start by looking at the assumptions we make in our hiring process now, in order to understand the changes we may need to adopt, and the part talent market insights will play in this.
Stormy Waters Ahead for Recruitment
For three straight years, we were told by our customers at Horsefly Analytics that we need ethnicity insights that will allow us to make meaningful changes.
What is the "Complexity to Fill" score and how is it calculated?
There is a lot of talk about the latest phase of recovery from the covid period. Have you noticed how everything is preceded by “Great.” Currently, the most popular term and discussion point goes under the label of “the great resignation”. It was where they were moved to post “the great rehire”, which followed “the great lock down.” Everything, it seems, has to be great, but is this great resignation really what it seems, or is it best described as “hyperbole.”
Horsefly Analytics is excited to roll out our latest data set: Ethnicity Data! This new functionality allows you to map out the ethnicity for any combination of skills or job titles below across multiple locations:
Missed our webinar? Below you can view individual presentations, including a preview of what new data will be in Horsefly in the next few months.
If you read my last post on this blog, you will understand why this is labeled part 2. It’s not a sequel or a prequel. This is the second part of a trilogy of blogs outlining how to tell data stories to get favorable outcomes. How do you use numbers to convince the chiefs to do what you want in a credible way and, if necessary, get the money you need to do it?
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