Whether you’re a hiring manager or a professional athlete, the competitive advantage is important. Having an edge to your own personal performance is a powerful thing-one that’s usually recognizable as well. If you’re on a roll, hiring multiple rock star employees or averaging a .300+ batting average, people are going to notice.

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Good things happen when you’re ‘crushin’ it,’ but how do we get to that point?

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There are numerous ways to gain a competitive advantage, but if you’re a hiring manager looking for that edge, HR tech might be the easiest way to do so. If you haven’t yet discovered the advantages of algorithm-backed surveys and interview scorecards, then you’re missing out.

What You Should KnowÉ

HR tech is being used by more hiring managers every year and for the ones using it, there’s been a positive response on performance. Software Advice, an HR and recruiting technology research firm, recently published a report on key performance indicators (KPIs) with HR analytics software. Here’s what they found:

  • More HR analytics software users than non-users are performing ‘good’ or ‘very good’ on common KPIs
  • 86% of software users reported ‘good’ or ‘very good’ performance on the time to hire KPI, compared to only 58% of non-software users
  • 92% of software users reported ‘good’ or ‘very good’ performance on lowering cost-per-hire

Competition is out there. How you decided to set yourself and your business apart from competitors is entirely up to you on the hiring end. Wouldn’t you like to know more about whom you’re hiring, whether or not a candidate is the right culture fit or if a candidate is turnover prone? These are only a fraction of the benefits managers receive from this kind of analytical software.

So does HR tech really matter if you’re a manager looking for hiring solutions? Simply put: yes.

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