Data-driven Recruiting 101: How to Improve Your Hiring Process

Everyone knows that hiring is one of the biggest challenges any business faces. The process is often messy and can be hard to get right. But if you’re data-driven, your organization can make a big difference in how well your hiring process works. By using company data with the help of Seamless Search to improve and automate your hiring process, you’ll be able to secure top talent without compromising quality. You can do this in several ways, from creating a competitive salary range to determining which candidates should get an interview. But one thing is for sure: the more data you collect, the easier it will be to find top talent.

Data-driven recruiting is becoming increasingly prevalent in the corporate world, with software geared toward attracting the best employees quickly. A survey that Zippia carried out found that the average time it takes to recruit someone is between 36 and 42 days. Avoiding interruptions to business processes and properly scaling your workforce as your company expands depends on your recruiting cycle is as short as possible. Here’s how you can improve your hiring with data-driven recruiting.



Identify Key Sources For Company Data While Hiring

One’s most valuable resource while doing mass recruiting is data. Data can help you understand your ideal candidate and how they might fit into your organization, which will help you recruit better talent. Companies need to collect massive amounts of data from various sources, such as job boards, social media, ATS & CRM, assessments, interviews, resumes, and other behavioral interviews. There’s a solid reason why 94% of recruiters now utilize social media to find potential candidates. Since Millennials and Generation Z represent a significant portion of the workforce, reaching out to them on social media is a great approach to getting in touch with both active and passive job seekers.

Cleaning, Re-Sampling And Validating Your Data

The term “data cleaning” refers to any method used to remove duplicate values and other problems from data sets. As you collect data, it’s important to focus on what you can do with the information. Here are some examples:

  • Find out who your best candidates are and then use that information to make sure they get a fair shot at being hired.
  • Use data to analyze your targeted candidates’ preferences, nature and attitude toward work. Are they looking for perks like lunch breaks or flexible schedules? Do they want more responsibility or less work on their plate?

Choose Recruiting Metrics That Align With Your Business Goals

Metrics in recruitment let you measure the success of your hiring strategy and quantify your ROI. Using these metrics, you may assess the performance of your human capital management strategy and your hiring practices. Important recruitment measures of 2022 include time to fill, cost per hire, quality of hire, attrition rate, candidate engagement, candidate experience and NPS.

Apply Your Analysis And Build A Plan For Continuous Improvement

Consider the information gathered during the entire process when deciding which candidates to offer positions and others to categorize and save for future use. Companies can also use their collected data to target the right candidates, and the best way to do this is by targeting job seekers who will most likely respond positively. Data can also be implemented when deciding which channels work best. Companies can hire the best data analysts since they’re the specialists who make sense of large volumes of data to develop insights that lead to better decision-making. They analyze large amounts of data from different sources and transform it into meaningful and actionable information.

The Bottom Line

When hiring, a significant amount of data is collected and processed. Remember that the quality of your findings depends on the accuracy of the information you used to make them. Some businesses choose to work with professional data analysts to manage the daunting task of gathering, organizing, and evaluating billions of information in their search for the best candidates. Then they can put their energy where it belongs: attracting top people and developing their products. In a nutshell, data-driven recruitment is the practice of relying on data to find and choose the most qualified applicants and streamline the hiring process as a whole.

References

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