Transform Data Insights Into Optimal Talent Decisions
Quality people form the backbone of your business success. Remaining competitive in today’s market requires effective workforce strategies based on precise knowledge of your customers, employees, and competitors. You need to understand the behavior, profiles, and trends that enable you to attract talent across different geographic locations and key markets in order to make optimal talent decisions.
At Hire Velocity, we know that it’s not enough to collect data and map talent analytics. Our market analytics and intelligence solutions combine volumes of data and statistics with actionable intelligence and business insight designed to help you reach your talent goals, mitigate risk, and position yourself as an employer of choice.
Are You Leveraging Your Talent Analytics Effectively?
We live in a data-infused world. Streams of data flow through our workspaces every day, but that doesn’t always translate into better business decisions. Fewer than 10% of senior HR leaders are satisfied with the returns they receive on their talent analytics investments. Yet, research studies conducted by CEB Global found that strategic improvements to analytic impact can result in talent outcome improvements of 9%, with up to $12.8 million saved for every $1 billion collected in revenue.
The key is to leverage that data by prioritizing questions about human capital such as:
How do I understand and identify quality hires?
How will future skill shortages change our talent landscape?
We employ sophisticated measurement and analysis techniques to evaluate demographics, past performance, job history, compensation, mobility, and other metrics. We then use this data combined with business insight to drive deeper understanding of behavior and profiles and to identify high performance trends.
Insight-Based Solutions for Long-Term Talent Strategy
Our market intelligence and talent analytics solutions deliver the insight you need to understand the finer points of talent attraction across every geographic area in which you operate. As part of a broad RPO partnership or as a standalone service, we will:
Develop predictive analytics models based on scenario planning and integration with business and workforce governance
Identify scalable opportunities to make a measurable difference in your workforce
Create actionable intelligence models to inform your hiring decisions
Align hiring process with analytics goals
We work with you to create a highly customized analytics strategy incorporating:
Job and position titles
Long-term trend analysis
Microeconomic and macroeconomic research
Our market intelligence specialists blend both client and external data with clear guidelines for translating data insights into actionable decisions. We partner with you to interpret data and consider business implications to increase the quality of your shortlists and optimize business influence while informing your talent acquisition plan.
The most critical skills for business success are emerging and in short supply. Fierce competition for these skills creates a challenging talent acquisition landscape. We give you the intelligence and insight you need to drive smart, effective human capital decisions as part of a long-term talent strategy that delivers measurable results and real value.
Hire Velocity Welcomes Andrea Hopkey as Senior Vice President of Revenue Operations
Hire Velocity, a leader in recruitment process outsourcing (RPO) and human capital solutions, welcomes Andrea Hopkey to the leadership team as Senior Vice President of Revenue Operations. Andrea brings more than 24 years of experience in corporate leadership and recruiting to her new role, where she will spearhead corporate communications, presentations, proposals, and client quarterly business revenues with the goal of greater efficiency and revenue growth. She will also work with HR to […]
Essential Outsourcing Guide: How Outsourcing Helps Growing Companies Scale Faster, Boost Profits, and Thrive
As businesses grow, new challenges emerge. Issues like cash flow management, competitive positioning, and keeping up with changes in the market require a new approach to current processes. Many growth-stage companies struggle with overworked teams who can’t meet the demands of the organization as it begins to scale. Yet hiring additional full-time employees may be prohibitively expensive, or company leaders may not have the network needed to find the right people.
5 Ways to Engage and Retain Your Generation X Workforce
When was the last time you read an article about how digitally savvy Gen Xers are? We’re willing to bet it hasn’t been any time recently, if ever. That’s because Millennials are the ones we think of as being early tech adopters and avid social media users. But you might be surprised to learn that 54% of Generation X leaders consider themselves to be knowledgeable about tech – just two percentage points behind Millennials.