Posts in Analytics
How Smartrecruiters Made a Case to Grow Their Budget - HROS

Our mission at SmartRecruiters, in the broadest terms, is to match as many candidates with the right employers as possible. We had to prove to recruiters and HR departments that implementing our TAS would save enough time to make it worth their while, but there would need to be an investment in recruiting. We had to start by proving it to ourselves on our own team.

What we discovered surprised us. We found we weren’t spending enough on recruiting. We knew we needed to make a business case to support this, so set about making a ROI model that would validate our assumption. To show that increasing cost per hire was more than a worthwhile investment, we mapped a clear methodology, and made the necessary case for disrupting legacy approaches, as well upping hiring budgets.

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How Soundcloud’s Team Drives Decisions with Data - HR Open Source

SoundCloud has the largest catalogue of audio on the web - over 135 million tracks and reaches 175 million unique users monthly. It’s not hard to imagine how much data we have and the insights our Data Team are able to glean from this. Data is at the heart of our decision-making process as an organisation and that sentiment is also core to how we work in the People Team. What better way of putting data at the heart of our decision making than to also put the data and insight needed to have an impact at the businesses fingertips - a company-wide People Dashboard. The nice thing about this story is that this wasn’t our intention back then. Back then we had much more modest ambitions: just a simple report on recruiting activity. The good thing is that we didn’t just stop there. We didn’t stop at the first hurdle, or the second, or third (when the enormity of the data privacy requirements became apparent). For us, this story is very much about the journey as it is about the outcome.

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How Greenhouse Grew by Activating Their Employees - HR Open Source

You’d think that for being a recruiting company, we’d have a perfect recruiting process from the very beginning. Quite the opposite actually. We almost missed our hiring goals by 40% in our first year of hyper-growth! It all began in July 2015, when we sat down to forecast our hiring needs for the remainder of the year. At the time we had 50 employees. The forecast said we needed to be at 175 by the end of the calendar year in order to hit our aggressive business goals. Based on our historical recruiting capacity, we could probably end up at 70 if we kept going as-is. That just wasn’t going to work.

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Using Data to Optimize Our Talent Acquisition Team - HR Open Source

Before diving into how we use data, let’s review a few things about our company and our Talent Acquisition team. Opower is the leading provider of cloud-based software to the utility industry, and our mission is to help utilities build a clean energy future. If you’ve ever received a home energy report in the mail that compares your energy usage to your neighbors, that’s Opower. Our Talent Acquisition team is comprised of 15 people, and we hire about 200 employees per year collectively (we reached 600 employees in 2016!). Although our budget for tools and resources is pretty lean, we have one person dedicated to analytics, who splits his time between HR and Talent Acquisition analytics.

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