How Recruiters Are Using Data to Help Companies Hire

In this digital age, where information is abundant and technology continues to redefine industries, recruiters are leveraging data-driven approaches to navigate the complexities of the hiring process. This means that hiring excellent candidates has never been easier! Let’s dive into how recruiters use data to help companies hire the right people.

Benefits of Data-Driven Recruitment

• Improved accuracy in candidate selection: Data-driven recruitment allows for a more precise evaluation of candidates based on a comprehensive set of criteria. Algorithms and analytics minimize subjective biases, leading to better-informed decisions.
• Time and cost savings: Automating repetitive tasks, like resume screening and initial candidate evaluation, accelerates recruitment. Faster identification of suitable candidates results in a shorter time to fill positions, addressing hiring needs promptly.
• Enhanced diversity and inclusion efforts: Data-driven recruitment can help identify and rectify biases in the hiring process, promoting fair and inclusive practices. Analytics provide insights into the effectiveness of diversity initiatives, which results in improved representation of different demographics and contributes to a more diverse and inclusive workplace culture.

Predictive analytics for future hiring needs: Data analysis enables organizations to forecast future talent requirements based on historical data trends. Identification of skill gaps and potential shortages allows for proactive talent acquisition planning.

Recruitment Metrics to Track

Determining what data needs to be collected during the candidate search and hiring process can be overwhelming. The first step is to determine which recruitment metrics you’ll be tracking:

• Quality of hire: Assesses the overall performance and contribution of new hires to the organization, considering factors like productivity, skill proficiency, and cultural fit.
• Time to hire: Measures the number of days from the original job posting to the candidate’s acceptance of the job offer.
• Time to fill: Measures the days it takes to fill a vacant position from when it is approved to the candidate’s start date.
• Cost per hire: Calculates the total cost incurred to fill a position, including expenses related to advertising, recruiting software, recruiter salaries, and other associated costs.
• Source of hire: Tracks the origin of successful hires, categorizing them by recruitment channels like job boards, employee referrals, social media, or career fairs.
• Job offer acceptance rates: Measures the percentage of job offers extended to accepted candidates.
• Candidate experience scores: Assesses the satisfaction levels of candidates with the overall recruitment process, including aspects like communication, transparency, and professionalism.

Once you start tracking these metrics, you’ll get an idea of your success rate in these different categories. As a result, you’ll know which ones need improvement and can utilize some of the strategies below to increase your success rates.

Predictive Analytics

You can analyze the data of current employees to discover what to look for in prospective applicants. This data shows the demographics, skills, and personality traits that lead to better company culture, retention, and results.

Predictive analytics can also be used to find and identify skill gaps in the business so you can make hiring decisions based on what the company truly needs.

Take Advantage of AI

While AI does not replace human connection, it can definitely help HR and recruiting teams save time on menial tasks. You can program artificial intelligence to look for a particular skill set within a big pool of applicants, requiring candidates to pass a basic screening before getting passed on to the hiring team.

You can also use AI to source candidates, screen resumes, schedule interviews, and nurture potential hires. This means you’ll have more time to do what matters – speaking and connecting with strong candidates.

Discover the Top Recruiting Channels

With the seemingly endless number of channels you can use to post jobs and find candidates, it’s hard to know the most effective outlet. However, using data to test the success rate of your recruitment channels is a great way to know which channels the most qualified candidates often come from. This will allow you to allocate your budget toward the recruitment channels that find more candidates of the highest quality.

Using Social Media Analytics

Recent data suggests that 71% of job seekers are using social media to find employment, and LinkedIn is the most popular platform for this purpose. Since you can find so many qualified candidates on social media, social media analytics can help you quickly identify candidates with the desired skills and experience while also helping you know if they are actively looking for employment (or not).

Increase Retention and Acceptance with Candidate Insights

Data analytics can give HR professionals insight into the ideal candidate’s online behavior, showing what they’re searching for, what sites they visit, and what links they click. With this data, you’ll better understand what your top candidates really want, helping you know how to gain their attention easily.

You can also track where high-performing employees went after leaving your company. When you know where your employees are going, you’ll better understand what you can offer them to stay so you don’t lose top performers to a more rewarding or challenging job.

You can attract better applicants by knowing the perks and company culture your ideal candidates seek. If you offer these benefits right off the bat, you’ll have a better chance of retaining these employees for years to come.

Skill and Personality Assessments

Personality assessments contribute to a holistic understanding of candidates by gauging traits, preferences, and work styles that help you hire for the right company culture fit. You can even include a culture alignment assessment for prospective candidates, helping you know how well a candidate may fit into the company culture.

Likewise, recruiters use skill assessments to objectively measure a candidate’s proficiency in specific areas relevant to the job. This ensures a more accurate understanding of the candidate’s capabilities.

Performance Data from Previous Roles

Analyzing performance data from previous roles provides concrete evidence of a candidate’s accomplishments and contributions in past positions. Examining historical performance data helps recruiters identify patterns of success, allowing them to predict how well a candidate may perform in a new role.

HR professionals and recruitment agencies can improve the hiring process, build stronger teams and make excellent hiring decisions when they factor in all the relevant data points. Whether you’re analyzing the data to choose candidates with the right skills or to ensure good culture fit alignment, the numbers never lie!