Talent acquisition is arguably the one HR area that provides the biggest advantage to a business. It’s no surprise, then, that attempting to predict the quality of employees that companies hire—before they hire them—is a fast-growing industry.
But accurately forecasting candidate quality is easier said than done. When it comes to measuring long-term quality, the applicant tracking systems that most organizations use to manage the hiring process aren’t up to the task.
In this paper, learn:
- The inherent disadvantage that an ATS has when measuring quality of hire
- Six critical limitations that applicant tracking systems can’t overcome without a long, costly business intelligence project
- How cloud-based workforce intelligence can help you quickly boost the quality, speed, and visibility of your hiring process