Ideas and insights for today’s people-centered leaders.



Making Talent Acquisition’s Job Easier with Analytics Lessons from Global Brands

As the latest Job Openings and Labor Turnover Survey shows, there continue to be more job openings than hires. To find the best talent, companies must look internally to adjust their talent strategies, rethink jobs and align the employee journey with business priorities. This is where talent acquisition analytics comes in.

Our new white paper, Talent Acquisition Analytics: Best Practices from Visier Customers, outlines the talent acquisition strategies and real-life lessons learned of organizations like Alexion Pharmaceuticals, Charter Communications, Pitney Bowes, and Trane Technologies

The paper summarizes the challenges they faced with their talent acquisition reporting and processes, the value they saw from implementing Visier, and their collective best practices for empowering recruiting teams to use data and analytics. Here are some key takeaways based on what they shared.

Talent acquisition’s success lies in analytics 

Our customers initially faced the challenge of interpreting a large volume of recruiting data, particularly extracting meaningful knowledge that could impact business operations. It was also difficult for people analytics and talent acquisition teams to get a complete picture of the employee journey–from job candidate to hired employee–thus, preventing them from interpreting data in a holistic way and using it to advance business goals.

Some users also struggled with their Applicant Tracking System (ATS), finding it time-consuming and difficult to extract useful or actionable insights from it. 

“With our ATS, it took a week just to get headcount reports out to our leaders,” said Brent Louie, Head of People Analytics at Trane Technologies. “We wanted clear information and insights from our applicant data and needed a system to get answers to individuals in a fast, easy, and repeatable way.” 

Visier supports these organizations in achieving their recruiting goals by simplifying and streamlining processes around accessing, analyzing, and reporting on talent acquisition data. With Visier, these teams can analyze data sourced from solutions holding requisitions, applicant data, application flow, and candidates’ profiles, education, and job histories. 

Furthermore, Visier gives users greater visibility into their applicant pool and gives them the knowledge they need to start making more data-driven decisions in a number of areas:

Better operation reporting

In as little as three months, Visier customers were able to replace manual reporting processes with Visier’s on-demand, self-service analytics. Visier enabled a customer to give over 500 operations staff and people managers easy access to all their requisition and applicant data. 

This created visibility and transparency in the applicant funnels, which used to be confusing and cumbersome for those outside Talent Acquisition to navigate. Experienced users found Visier especially valuable when processing a high volume of candidates.

Improved process optimization 

Using Visier, senior talent acquisition leaders could easily identify the number of requisitions and applicants active in their pipeline, as well as applicants’ status, location, and where they stood in the funnel after 100 days.

“Our people analytics team consists of two people and they’re using Visier every day to look at the data. Since they are no longer using manual processes, there’s no need to wait a week–or even longer–to have the data analyzed and reported on,” said Tiffany Zanotelli, People Analytics Manager at Pitney Bowes.

Foundation for strategic information

One area of focus for most customers is tracking diversity metrics at their companies–30% use Visier to track diversity in their pipeline

This is critical, as diversity can be a challenging talent acquisition metric to track. With Visier, these users have other sources of data they can analyze for insights into how to better attract and fairly hire more diverse candidates. 

Three best practices for implementing talent acquisition analytics

A common thread in all our customers’ experiences was that a strong foundation of employee training and education was one of the most powerful steps companies could take to ensure

maximum value with Visier. Below are a few of the best practices they followed to make training and enablement easier for their users and more successful for their organizations:

1. Many hands make light work

People analytics teams are often small, with just 1-2 members, so support in onboarding Visier was crucial to them. To add their recruiting data to Visier, these teams partnered with the owners of their existing talent acquisition applications–ATS or candidate relationship management solutions. 

Once the content in Visier (reports, dashboards, metrics, and analyses) was available to roll out, the people analytics team worked with the recruiting group–ranging from the VPs to recruiters–to determine which content would make Visier more impactful to them.

Subject matter experts can reduce the learning curve and aid user enablement. One customer had their Recruiting Solutions team do the data onboarding and decide which of Visier’s out-of-the-box analytics and data permissions should be rolled out to end-users. Once this was done, they brought their recruiters in to be trained on how to use Visier for their data-driven decision-making.

2. Assign the right team to analyze your talent acquisition data

The ideal team is a designated group within your existing people analytics group. This niche team works closely with the talent acquisition department, leveraging their expertise on the most important recruiting and hiring questions–and how to interpret the answers in the most valuable way for talent acquisition members.

By keeping the niche team within the People Analytics group, both teams benefit from the ability to see and measure the entire journey of an employee at your company, rather than focusing strictly on traditional recruiting metrics. For example, inclusion of employee retention and exit data in talent acquisition conversations sheds light on why positions may be challenging to fill, while the insight into recruiting patterns may provide helpful correlations to high turnover positions.

3. Make analytics part of their everyday workflows

Customers reported that a key benefit of Visier is having access to data on the fly whenever they need it. Many Talent Acquisition teams pull up data from Visier during meetings with executives, and use it to explain what’s happening in their department with confidence and accuracy.

“Recruiters have more productive conversations with hiring managers,” added

Brent. “They show an analysis of their applicant funnel, for example, to keep discussions evidence-based and focused.”

Additionally, pushing all in-depth data collection to Visier helps your teams focus on auditing and refining their processes with much greater clarity. Dismantling old reporting processes is also recommended, though you might have to keep some manual reporting where data was not yet available in Visier.

Enabling a data-driven talent acquisition function

Recruiters, hiring managers, and even analytics teams are busy trying to focus on their core competencies. Expecting these professionals to manually extract insights from their data leads to unsatisfactory results. 
However, with a talent acquisition analytics platform like Visier, it’s now possible to bring the power of data to all your team members who need it, with minimal resources or labor required. To learn more from our customers, check out the full white paper: Talent Acquisition Analytics: Best Practices from Visier Customers

About the author: Visier Team

People-centered ideas and insights by the editorial team at Visier.

Be the first to know!

Never miss a story! Get the Outsmart newsletter.

Related Articles