It’s true of all organizations that poor recruiting and hiring processes = money wasted and business opportunities missed. Still, the impact is even more significant for enterprise companies, for whom more is at stake when non-optimized processes meet massive hiring volumes.

If enterprise companies aren’t turning to analytics to continually iterate on their talent acquisition strategies and hiring processes, they risk looking archaic beside the startups in their industries, who are using data to derive recruiting best practices from the very beginning. Analytics help you maintain that competitive advantage you hold in terms of longevity and brand awareness.

Want to learn how to make the best of your recruiting analytics? Download this guide to learn:

• What a Recruiting Analytics Maturity Model looks like so you can determine where your org falls and what the next steps are for increasing maturity.
• The most critical TA analytics every enterprise team should be tracking (hint: they’re data points with much more business value than just time-to-fill and cost-per-hire).
• The data to report to each stakeholder—C-levels, sourcers and recruiters, and hiring managers—so they get the slice of the recruiting story that matters most to them.