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Visier People® Talent Acquisition

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Application descriptions


Visier People® Talent Acquisition helps organizations solve their most critical talent acquisition and business challenges.

Our comprehensive talent acquisition offering empowers you to effectively analyze, monitor, and solve a wide range of recruitment challenges, whether you're seeking to optimize your hiring process, track ROI, or foster diversity and inclusion. With this comprehensive application, you'll access not only top-of-the-line software, but also expert support and best practices that can help your Talent Acquisition team achieve measurable business results in a remarkably short time frame. Our guided, turnkey experience makes it easy to unlock the full potential of your talent acquisition efforts.

Leverage extensive best practice content and insights. Filter our out-of-the-box content to sub-populations or specific time periods, or use them as a starting point to create your own visualizations and insights unique to your needs.

Visier People® Essentials is required as a prerequisite to purchasing Talent Acquisition.

What value is delivered?

Visier People Talent Acquisition is a collection of application elements that are designed to solve your most pervasive and compelling talent acquisition problems. The unique problems solved by Visier People Talent Acquisition are listed below:

  • Recruitment Efficiency: Provides insight into your hiring process by measuring time to fill, progress from one hiring stage to the next, and success rate. This enables organizations to set baselines, identify bottlenecks, assess the candidate experience, and set appropriate expectations with the business leaders.

    Why is it important? Business leaders are under a lot of pressure to fill their open positions as staff shortages have an impact on revenue, productivity, retention, and other factors. Measuring time to fill in recruitment can provide valuable insights into the efficiency and effectiveness of an organization's recruitment process, help reduce costs, and enhance business performance.

  • Hiring Process Diversity: Provides a comprehensive overview of the recruitment process and hiring outcomes. This enables organizations to identify potential discrimination against women or minorities at the different stages of the hiring process and ensure alignment with the diversity goals of the organization.

    Why is it important? Studies have shown that organizations with greater gender, ethnic, and cultural diversity have a higher likelihood of outperformance. In addition, in some jurisdictions, organizations are required by law to consider a diverse pool of candidates, and failure to do so can result in legal and financial consequences.

  • Applicant Sources: Provides an analysis of where the best candidates are coming from. This enables organizations to determine the source that generates the most qualified candidates by position, location, or any other criteria in order to streamline their recruitment and attraction strategies.

    Why is it important? Analyzing applicant sources can help organizations understand which recruitment sources are the most cost-effective and efficient in terms of time and effort. This information can help organizations optimize their recruitment budget and improve the return on investment of their recruitment efforts.

  • Recruiter Workload and Productivity: Provides insight into the number of open and closed positions and estimates the effort of recruitment per position. This enables organizations to assess recruitment more accurately, ensure there are enough recruiters to support organizational demand, identify bottlenecks, and optimize the recruitment process.

    Why is it important? Managing recruiter workload and productivity can help organizations manage their recruitment costs more effectively. By understanding how much time and resources are being spent on recruitment activities, organizations can make informed decisions about where to allocate their recruitment budget to achieve the best results.

  • Quality of Hires: Provides a comprehensive understanding of hiring quality by measuring retention, performance, and progression. These indicators are tied to the best sources of applicants, recruiters, and hiring processes in order to measure your recruitment success.

    Why is it important? Poor quality hires can be costly for businesses in terms of lost productivity and turnover. By focusing on the quality of hires, organizations can reduce the costs associated with recruitment by hiring the right candidates the first time.

  • Candidate Relationship Management (CRM): Provides an overview of your prospective candidates and how they progress through the prospect process to become qualified applicants for open positions. This helps organizations optimize the recruitment process by understanding where the best prospects are being sourced from, the conversion rate to applicants, and the performance of your recruiting pipeline.

    Why is it important? By using CRM data to inform recruitment strategies, organizations can improve hiring outcomes and build strong relationships with candidates.

  • Applicant and Hiring Experience: Provides insight into the applicant and hiring experience through survey results that reveal how positively applicants assess their recruiting experience. This helps organizations determine where a poor experience can lead an applicant to abandon the process and where the applicant’s experience needs to be improved.

    Why is it important? Measuring applicant and hiring experience help organizations identify areas for improvement, attract and retain top talent, reduce time-to-hire, and increase productivity and engagement. By focusing on providing a positive experience for candidates and new hires, organizations can build a strong employer brand and achieve better hiring outcomes.

  • Hiring Costs: Provides a comprehensive overview of all the costs associated with the recruiting process (such as referral costs, travel costs for interviews, costs for campus programs, and recruitment agencies) in relation to performance, retention, diversity goals, and career progression. It enables organizations to evaluate the effectiveness of recruitment programs and determine their alignment with the overarching strategic objectives of the organization, allowing them to demonstrate their value.

    Why is it important? Assessing the hiring cost helps organizations manage their recruitment budget, improve recruitment efficiency, and evaluate recruitment ROI in order to optimize their recruitment strategies and achieve better hiring outcomes.

What do I get with Visier People® Talent Acquisition and what do I need to provide?

With Visier People Talent Acquisition, you can access:

  • 250+ metrics

  • 150+ questions

  • 50+ stories & dashboards

  • And build unlimited content

To unlock the full potential of Visier People Talent Acquisition, we recommend providing the following data elements:

Requisition Activity

A requisition contains information about the job opening including job name, salary range, location, organization unit, hiring manager, and recruiter ID. As the hiring team makes progress, the status of the requisition changes, and the status and effective date get captured. This data will enable you to count requisitions and track progress, as well as calculate the time to fill for current and future requisitions. You can utilize this information to answer critical questions such as:

  • How many requisitions are open and how many have we filled? 

  • What is our time to fill, and are we balancing recruiter workloads?

  • Are there stale requisitions that should be closed?

Prospects, Candidates, Applicants

Your Candidate Relationship Management (CRM) and Applicant Tracking System (ATS) contain data about prospects, candidates, and applicants. Prospects and candidates refer to the people in your prospect/candidate pool. Applicants are candidates who apply for a job and have a lifecycle related to a given requisition. To access valuable insights into their activity, we require the status and profile of prospects, applicants, and candidates, status effective dates, and offer and hire dates. This data will enable you to calculate and forecast time to fill, time between stages, assess your applicant pipeline performance and see how quickly applicants are moving through the recruiting process. You can utilize this information to answer critical questions such as:

Sourcing Strategies
  • How are we managing our sourcing and referrals?

  • Which sources generate a successful candidate?

Key Performance Measures
  • How can we reduce our time to fill?

  • Are we making competitive offers that are being accepted?

Applicant and CRM Activity
  • How long are candidates in a stage and who is currently stuck?

  • Does our process have bottlenecks that affect time to fill?

  • How many internal applicants do we have today?

Recruiter Performance & Workload
  • Do we have enough recruiters for current and future activity?

  • Are recruiters consistently following processes?

  • Which recruiters are working on the most difficult requisitions?

Diversity & Equity
  • Is our hiring process fair & equitable?

  • What is the acceptance rate of job offers by gender and ethnicity?

  • Are we attracting a diverse candidate pool?

You also have the opportunity to link applicant data to employee data to access valuable insights and help you answer a variety of questions such as:

  • Which internal roles are talent incubators?

  • Are new hires staying with the organization and performing?

  • How can we increase the diversity of new hires?

  • How does the diversity of applicants and employees compare?

Recruitment Costs

To access valuable insights into recruitment costs we require cost data related to recruitment such as referral costs, travel costs for interviews, costs for campus programs, and recruitment agencies. By utilizing this data, you can answer critical questions such as:

  • What is the cost of campus recruiting and are we seeing a return on investment?

  • What are the agency fees associated with hiring?

  • What are the most successful hiring initiatives in terms of cost and quality of hire?

Recruiting Experience

You have the opportunity to load score data from applicant experience, hire satisfaction, and hiring experience surveys. By integrating this information with requisition and applicant data, you can effectively answer questions such as:

  • Are candidates abandoning the recruiting process?

  • How do candidates rate their experience by interaction?

  • How are hiring managers rating applicant quality?

Please note you do not need to onboard additional data to access the following functionalities:

  • What-if Models: Allow you to plan for the future, discover which factors have the greatest effect on the projection metric, and decide on the best course of action to achieve a goal. A What-if model consists of several assumption metrics and a projection metric. Change different assumptions to get a projection for future time periods. What-if Models included in Visier People Talent Acquisition include: External Hires and Women Ratio.

For more information, please refer to the following documents:

  • Data Dictionary: Provides comprehensive information about the data elements.

  • Application Definitions: Provides an extensive list of metrics, dimensions, content, and guidebooks that will be lit up once we have loaded these data elements.