My Board

Let's start with a little story: Imagine you go to the doctor because you have a stabbing pain in your back. The doctor looks at you briefly and gives you a medication without further examination. You would most likely ask the doctor how he came to the conclusion that this medication is the right one for your pain. The doctor would reply: "I have had many patients with these problems and no one has ever complained about this medication." - "So you don't know whether the medication will help with my symptoms at all?" - "Yes, of course. We have a lot of data that this medication works." - "But does it work for my symptoms?" - "Hmm... you know, something like that is not so easy to prove. But in return I'll give you a 10% discount on the medication.

As absurd as this example may seem when it comes to medication, it is a commonplace iraq telegram data topic in recruiting . Go to a media agency or a job board and ask them whether there are any statistically relevant statements about the impact of job advertisements. How many applications can you expect if you advertise a specific position there? How many clicks will there be? What would be an acceptable conversion rate? You will quickly remember the story mentioned above: people avoid the issue, give irrelevant information and maybe even try to appease you with a discount for your questions. Incidentally, it is often similar in recruiting when the specialist department approaches the recruiting department with the same questions. Questions such as "How much does an application via Stepstone actually cost me?", "Which channel do the best applications for the position come through?" or "What else can we optimize in this position or channels to get more applicants?" are also commonplace there and can be solved with the same solution: a recruitment analytics system.