Touching base with your candidates is critical, as we’ve seen over the past couple of blogs. But your applicants aren’t the only thing you should be checking in when it comes to your talent acquisition efforts. In fact, checking into the hiring process itself regularly is a crucial component to ensuring that your hiring efforts are remaining effective, and (perhaps most importantly) your talent analytics are remaining accurate. You probably know that, but do you know how often you should be checking in?

talent analytics, hiring process, predictive analytics, talent acquisition, data analyticsGetting the Timing Just Right

Checking in on how effective your talent analytics and hiring processes is very focused on the timing. Looking at how things are going too frequently results in you not actually getting any insights at all because you’re not able to identify trends as accurately. On the other hand, waiting too long could result in problems forming in your hiring process without you being aware, skewing talent analytic data and making it harder to recruit talent that your organization needs presently.

So what is the right amount of time to start reviewing? The answer, truthfully, is a case-by-case basis. For some organizations it could be a quarterly review, others it could be every six months, and for some it might even be a year. Because every organization goes through different hiring processes, looks for different candidates, and evaluates different skills, there’s no one right answer – and that’s a very good thing.

Your organization is unique in that it’s looking for specific talent to fill specific positions. Cookie-cutter type hiring wouldn’t work when it comes to making sure you’re getting the exact right talent, so why would your talent analytics review processes be any different? Developing a schedule is key, but make sure it’s a schedule specific to you. If you’re using hiring assessments to collect a majority of your talent analytic data, you should be working with your vendor to help determine a good schedule to review data. Not only will you understand a schedule that’s right for you, they’ll also be able to help you easily identify new trends, and make adjustments to your hiring needs as necessary.