Companies can not simply hire candidates fast enough for their desired job roles to maintain the demands with their existing workforce. Also, the fierce full recruiting markets can not make them be able to always get a hold of great candidates and good hiring processes. Recruiters nowadays have been facing lots of problems and issues that are associated with that of the hiring processes. If you have got enough candidates, with them you can not be sure every time that you are getting the right fit best candidates for your job roles, and you will never be so sure about the role of a candidate in your organization. By screening the resumes of the applicants manually, the recruiters may develop a gut feeling about making a bad hire. So, it does not make any surprises that almost 75% hire that you have made maximum are the bad hires.
In this case, all the recruiters may not have enough knowledge and understanding of the channels and methods that can work best without making the whole process slow and time-consuming. And, using the same unscientific traditional hiring processes can again resulting in loss of the organization’s brand, and also make the whole process to be overpriced, long and tedious. All the recruiters and organizations have a lot of data sets that actually getting kept in the system without use just like a wastage. The recruiters should utilize this data and make the data-driven recruitment process for better hiring. This traditional hiring process always relies on luck and intuition, more than that of using the data for recruiting processes. But now with advancements of software and analytics tools, you can simply build a data-driven recruitment strategy to put in your hiring process. With this data-driven strategy, you can make the whole hiring process easier, efficient and also cost-effective.
As a definition, this data-driven recruitment is a hiring strategy by utilizing the technologies and certain techniques to analyze the largest talent pool and identify the best candidates from that pool with appropriate skills and abilities to be the right fit for the organization and the job role, and hence it provides the organization new ways to achieve its goals with more efficiency.
This is nothing complicated, just by using the information and statistics from your own system that are kept for times, to understand and analyze the best ways for making good hires for the desired role of your company. By using this data set, the recruiting team of your organization can utilize the best ways to make a good hire without getting biased and gut feeling, also reducing the time and costs per hire.
As a whole, the data-driven recruiting process is nothing but an approach to recruiting by using the data to optimize the whole recruiting process and making the good hire by recruiting best and right-fit candidates for an organization.
Using data in your hiring process is not so complicated, it is easy as well. Here are the ways you can utilize data sets to your hiring process for making a good hire:
First, you have to choose the right kind of data and statistics from your system. You have to collect the datasets that already have been saved in your system carefully. Every company and business have their own kind of statistics and information which could differ from each other. But there are some common datasets that every business and organization should search for.
They are: Cost per hire (to analyze the cost for making each hire)
Time per hour (to analyze the time consumed for each hire)
Sources of hire (the sources used to find the candidates for making good hire)
Candidate experience scores (the feedbacks that candidates have been posted)
Second, you have to check the efficiency of the data. Before taking any further steps using the datasets, you have to check the efficiency of the data by utilizing any software like your applicant tracking system or ATS. You can also find some different ways to collect the data more efficiently, maybe by utilizing the career conversion rate by Google Analytics and also making some general surveys.
Third, once you collected the data, then take action with this. Like you should utilize this data, with your recruiting team to make better recruitment strategies, delegate them tasks based on this, and think more ways to utilize these datasets to uncover different recruiting problems like sourcing, screening and interviewing candidates. Also, you can search for ways to lower the amount of candidate’s application withdrawal by creating more job offers, to pull more attention of the candidates to your job posts, and obviously try to provide a good experience to your candidates.
Last, now you have thought the whole process on your mind, just put this new strategy to your recruitment process for the best hiring.
Using data into your hiring process can make you beneficiated in many ways. Like,
– It increases the quality of hire, by comparing the data and finding out the best sources from where you can get the best candidates for your desired job role. So you can invest more in those sources and hence it improves your hiring qualities. You may also find out the best job boards which help you to get the best quality of candidates so you can invest most of your money and time on that job boards. For example, if you find that the best quality of candidates has been hired by employee referrals, then you can give incentives to employees and make their referrals a part of your organization.
– It eliminates bias and gut feeling. When you are making hiring decisions only based on the candidate’s resume manually, it can make you biased and leave a gut feeling about making a bad hire. But when you are using data-driven recruitment, it shows you the software or tools to datafy this part of the whole process. So you can now make a decision for hiring on the basis of the candidate’s skills, his/her abilities to be the culture fit and many more.
– It reduces the time and cost per hour. After collecting the data for the whole hiring process in a document, you get to know the particular part of the process which consumes more time and costs. So based on this you can make a decision whether to skip the step or to automate this. Also by comparing the different data of candidate sourcing, you may get to know the sources which can get you the best candidates, so you can invest more in this source than the others, or you can skip the other resources.
– Overall it provides you the ways to improve your candidate experience. The candidate experience and feedback is the most important part of any recruitment processes. By analyzing the analytics of your previous recruitment process, you can figure out the part of the process which can make the candidate withdraw their application and make a negative impact on your organization. So you can improve the part. Also, you can make more communication with the candidates and get in touch with them to make their experience good. So they will feel more attracted to your organization.
The above article shows you the usefulness of data in your recruitment process. Whatever your organization does or what kind of feature your business poses, you should be beneficiated by utilizing data into your hiring process. As a recruiter you have to make decisions about the use of the datasets, whether to use it for making quality candidate hiring or to decrease the cost and times for hiring process or simply to make the best strategies for better recruitment, it is all up to you.
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