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DEPARTMENT OF JUSTICE DIVISION OF OPERATIONS OFFICE OF HUMAN RESOURCES WORKFORCE ANALYTICS AND RECRUITMENT UNIT NAME: Vacant JOB TITLE: Student Assistant STATEMENT OF DUTIES: Under close supervision
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How to fill out workforce analytics and recruitment

01
Identify the key metrics and data points you want to track for workforce analytics, such as turnover rate, time-to-fill, and cost-per-hire.
02
Implement a system or software to collect and store the necessary data, such as an applicant tracking system or HRIS.
03
Analyze the data to identify trends, patterns, and areas for improvement in your recruitment process.
04
Use the workforce analytics insights to make data-driven decisions and optimize your recruitment strategy.

Who needs workforce analytics and recruitment?

01
Human Resources professionals who want to improve their recruitment process and make more informed hiring decisions.
02
Organizations looking to attract and retain top talent and reduce turnover rates.
03
Companies striving to increase diversity and inclusivity in their workforce by analyzing recruitment data.
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Workforce analytics and recruitment is the process of using data and analysis to make informed decisions about hiring and managing employees.
Employers and HR managers are typically required to file workforce analytics and recruitment.
To fill out workforce analytics and recruitment, you need to gather relevant data on your workforce and recruitment practices and analyze it to make strategic decisions.
The purpose of workforce analytics and recruitment is to improve hiring practices, retention, and overall workforce performance.
Information such as hiring trends, turnover rates, diversity metrics, and recruitment sources must be reported on workforce analytics and recruitment.
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