ERE Spring is right around the corner and we’re excited to share a peek at what’s in store. Over April 6-8, in Las Vegas, you’ll learn how to use your own data for talent acquisition insights. Here is a preview of the great content we’ve packed into our sessions:
Question 1: Where is Talent Acquisition headed?
Data and analytics are becoming bigger and bigger factors in the industry. Leaders are being asked to prove their value and many companies are looking to data for insights. When used correctly, these insights can result in improved efficiencies and significant cost savings. For instance, in 2015 we saw that 45 percent of vacancies were caused due to backfill. This insight led to multiple discussions on retention strategies which could lengthen employee lifespans.
Ron Mester, CEO of ERE Media, will reveal the results of our 2016 survey at our spring conference. We’ll also have other experts share their views on industry trends.
Question 2: What should I be doing to stay relevant?
Recruiting is a hectic and fast-moving world. In order to remain relevant, you must remain aware of the emerging trends. Beyond being aware, you need to know how to take advantage of these trends. For example, this means going beyond tracking hire data to leveraging it for insights. This paradigm shift will improve hiring across the board.
Question 3: How can my data drive the business’s bottom line?
Many talent acquisition teams are great at collecting data, but few know what to do with it. This is what makes someone a talent-acquisition leader. They know what data is important and what metrics to use. A great example of this is TOMS’ Rick Badgley, VP of retail and talent at TOMS. TOMS is analyzing its future needs to make decisions on the longevity of a role at the company, thus helping make contingent-or-W2 decisions. This is a real-world case study in how talent acquisition can impact a business’s bottom line.