71. Strategic HR / TA metrics to impress the C suite (rerun episode 34)

https://is1-ssl.mzstatic.com/image/thumb/Podcasts221/v4/ab/e4/3f/abe43ffa-f535-4a83-6b19-8453ed7c9347/mza_12663149301479079875.jpg/600x600bb.jpg

Global Talent Podcast

Bas van de Haterd

84 episodes

5 days ago

The Global Talent Podcast (GPT) is the monthly show where Dr. Charles Handler and Bas van de Haterd look at the developments in the world of talent. Dr. Charles Handler is from New Orleans USA, has a PhD in organisational psychology and is an independent advisor on implementing selection strategies. Bas van de Haterd is from Soest (near Utrecht), The Netherlands, is a marketeer by trade but is self thought assessment expert. Runs the biggest Dutch corporate TA event, a network of Dutch TA leaders and is an advisor on selection strategies as well as corporate careers websites.

Careers

Business

RSS

All content for Global Talent Podcast is the property of Bas van de Haterd and is served directly from their servers with no modification, redirects, or rehosting. The podcast is not affiliated with or endorsed by Podjoint in any way.

Careers

Business

https://d3t3ozftmdmh3i.cloudfront.net/production/podcast_uploaded_nologo/18993192/18993192-1635517899625-1ad5c61e4f555.jpg

71. Strategic HR / TA metrics to impress the C suite (rerun episode 34)

Global Talent Podcast

32 minutes 12 seconds

2 years ago

71. Strategic HR / TA metrics to impress the C suite (rerun episode 34)

This week we have a rerun from an earlier episode from august 2022.

In this episode Bas, Olga and Matthias discuss strategic TA metrics.

Olga has extensive knowledge of TA metrics from a corporate perspective, having lots of experience at companies like PepsiCo and NielsenIQ while Matthias has mainly worked at scale ups and start up, like Zalando and Scout24.

The article that's the basis of our discussion is:

https://www.visier.com/blog/top-10-strategic-hr-ta-metrics/

We'll be talking what HR and TA metrics are important to measure for the C suite, what their limitations are and what other measures we like for both the corporate and the scale up world.

Items we'll be talking about are among others:

+ Measuring is more important to understand what's wrong instead of who to blame
+ Look at metrics like time to productivity and new hire failure rate (per department or hiring manager)?
+ Set more experience-driven metrics (Recruiter, Candidate and Hiring Manager, Onboarding)
+ Set more culture-driven metrics (diversify company culture)
+ Projection of skill gaps to the fill the gaps in the future
+ Employee Engagement to connect with why people leave or on how long to onboard