Andrew Brown began his career over 10 years ago supporting partners across MSP and RPO technology platforms as a value-added consultant delivering innovative technology. Today, as the Head of Partners and Alliances for Saba’s talent acquisition platform, he has observed a shift in the technology landscape driven by ever-changing recruitment demands.
We recently interviewed Andrew and asked him to share some of the recent shifts he sees specifically to how organizations are dealing with the explosion of recruiting data which is accessible by newer technology tools and recruitment demands. Here is what Andrew said.
Q: As a total talent technology provider working with hundreds of different organizations globally, can you help us understand how organizations use data today to guide their hiring functions?
Organisations understanding of data is key to shaping their hiring functions. Every organisation needs first to benchmark the types of data which are currently captured from within their ATS (applicant tracking system) and baseline the types of information in which it is feeding back. Ensuring data is captured through the recruitment journey is key to driving meaningful data rather than a disparate data which provides little to no insight into your organisations recruitment success. Identifying gaps in your data helps understand where information capture needs to be addressed.
Once this benchmarking process has been completed organisations need to identify their strategic recruitment goals. From focussing on reducing time-to-hire or cost-of-hire to reviewing the types of mediums where job openings are distributed. Capturing this data throughout the process will enable organisations to baseline and track these strategic goals.
From here we enter the realm of advanced analytics, harnessing data insights to shape future decisions through the use of various different tools from predictive tools to market benchmarking tools. This is a state that all organisations wish to achieve, the reality is that many organisations still struggle to capture and present data from their existing systems to help shape these decisions.
Q: Many technology organizations provide the tools and support services to help their clients. Tell us about Saba’s recruiting tool(s) and how you work with your clients to understand their data.
Our focus when it comes to data is led on two fronts. First and foremost helping organisations understand their current data and tying this to their strategic objectives is key. Understanding gaps in capturing key data points is as important as how the data is presented. Secondly presenting 'meaningful data'. Placing this type of data into the users hands allows organisation to understand key metrics and how they can use this to shape their future business.
Saba Recruit provides interactive dashboards which provide users with a live view of the recruiting functions and ensures users don't need to manipulate data in order to understand how healthy their hiring is.
Q: Just because data is there doesn't mean organizations use it, for example, our marketing software has tons of analytics we might not know about or review. Can you comment on recent organizational shifts you’re seeing today with their recruiting data?
Over the last 18-to-24 months we have witnessed a shift in organisations needing to better understand their data and maximise its use in order to help shape future plans. Most notably organisations are transitioning away from reactive recruitment to proactive recruitment by using data. This in large is attributed to the types of tools available to organisations now to drive this meaningful insight.
Q: Saba is one of the few technology companies that values recruitment process outsourcing and partners with RPO providers in better serving their RPO clients. What do you think is the value of data when working with RPO providers?
Many organisations who outsource their recruiting functions believe data is the responsibility of the RPO. However, data is more important than ever when working with RPO organisations. Using data to benchmark an RPO's success against the defined SLA (service level agreement) is at the forefront for organisations who outsource all or part of their recruiting function.