Having a good plan for reporting is super important for hiring the right people. If you don’t have a plan, how can you tell if you’re finding and hiring the best folks while staying within your budget and doing it as efficiently as possible? But making these reports for hiring isn’t always easy. It can take a lot of time to gather info from different systems or parts of the company, and sometimes the data isn’t even accurate, which makes the reports not very helpful.
Why is it important to integrate a reporting strategy?
A good plan for reporting can make a big difference in how well your organization hires new people. It helps you:
- See how you’re doing in meeting your goals right away.
- Figure out any problems in the hiring process.
- Keep track of how well you’re doing in recruiting a diverse workforce.
- Measure how well new strategies are working so you can change things if needed.
- Make sure that your hiring plans match up with what other parts of the business are doing.
- Share updates with everyone in the company who needs to know.
- Earn trust with higher-ups and show them you’re doing a good job.
- Figure out what you need to do to make your hiring process even better.
- Get support for new ideas and plans for hiring in the future.
- Make plans to stay competitive and attract top talent.
- Collect success stories from employees to inspire others.
Creating an effective talent acquisition reporting strategy
Whether you’re still getting reports by hand or using some automated methods, it’s time to take a fresh look and change how you do things. The aim is to meet the needs of hiring today, which might mean changing how you did things before. Here’s how you can begin:
1. Conduct an audit
A reporting audit answers these questions.
- What reports are being made now and how often?
- Who’s in charge of making and sending out the reports, and how long does it take?
- What tools do we have for reporting? Are we using our dashboards as much as we could?
- Who gets the reports? Are they the right people?
- Who uses the reports to make decisions? How do we know if those decisions are working?
- Do the current reports tell us what we need to know? Is there stuff missing that would help us make better choices? Find out what’s missing.
2. Decide on performance metrics and establish benchmarks
Every company should have goals that are important for its particular situation. Even though different teams may have different benchmarks, it’s crucial to have clear targets. This way, people can be responsible for achieving those targets. For instance, if hiring quickly is important and hiring managers often delay the process by taking too much time to decide, they should be expected to make changes to hire on time.
3. Grasp company objectives
A good reporting plan considers what the business needs, like differences between different parts of the business, where they are located, and what kinds of roles they have. When you’re making your plan, take a close look at how you hire people for each part of the business. By comparing what the business needs with how you currently hire people, you can figure out where having accurate reports will make the biggest difference as you try to get better.
4. Make sure your data is accurate
Talent acquisition systems are meant to provide useful information, but they can only do so if they’re used correctly. If data is missing because people aren’t using the system properly or if there are gaps between different tools, your reporting plan won’t work well. To make sure you get the right data, you might need to figure out where your processes can be better and where you need to connect different systems together.
5. Set up a reporting schedule
Find out which reports are done every week, month, quarter, or year. Figure out who’s in charge of making and checking these reports. Plan meetings early to review results and make sure teams know they’re responsible.
Having a structured plan for reporting might show that some people don’t know enough about the data. To help them understand better, they might need training from someone who knows a lot about data. When people understand data better, they can ask smarter questions about it and maybe even find answers themselves. This helps keep getting better all the time.
6. Establish dashboards and improve them over time
Creating a strong reporting plan takes time and effort. The first versions of your dashboards might not be as helpful as you expected once you start using them with real data. It might also take a while to make sure the data you’re getting is accurate, or some people might need help understanding what the data means. But as time goes on, your team will get better at reading the reports and finding useful information that can help the business grow.
High-level tools for elevating talent acquisition reporting and analytics
Reporting for talent acquisition is a unique job that other analytics teams in the company might not be able to handle because they don’t have the skills or time for it. Getting accurate and useful reports is really important if you want to hire the right people and make the most of your hiring process.
Jouku has a bunch of tools and services for reporting that give teams the information they need to hire better and quicker.
If you want to improve your reporting plan, we’re here to assist you. Learn more today!
Also read: 10 Essential Features for Talent Acquisition Software
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