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Business leaders face a myriad of challenges when it comes to Talent Acquisition, expansion, diversity, and retaining top performers. To ensure that their organizations remain competitive and successful in the long run, it's imperative to adopt a data-driven approach to talent management. That means…Labor Analytics.
Being in a position of leadership comes with the responsibility to steer their organizations toward greater success. In today's fiercely competitive business world, organizations need to utilize every tool at their disposal to achieve this end. One of the most valuable tools in a strategic leader's kit is a comprehensive understanding of labor market analytics.
“Don't ignore the cost: While cost shouldn't be the only factor in your decision, it's essential to consider the total cost of ownership, including any ongoing growth or subscription fees. Also, how willing is your potential partner to build bespoke pricing that matches your current needs and future?”
In today's increasingly digital and data-driven world, companies are constantly looking for ways to operate more efficiently and accurately. One area where this pursuit is particularly crucial is in the realm of HR. Effective workforce planning, location analysis, and headcount allocation are essential to any successful business strategy.
Longitudinal supply and demand data and prescriptive commentary are now live in Horsefly 4.0! Read more about the benefits of these innovations below.
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?
I was asked to meet a friend who is a talent acquisition leader for “coffee” recently. These requests have been coming back fast since the lifting of restrictions, and I have to admit that I have really missed meeting folks reasonably randomly for “coffee”, in and about town.
Working as a Customer Success Manager at Horsefly, I've had the pleasure of working with many strategic talent acquisition teams to help them become more proactive and data driven in their approach to sourcing talent.
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