Recruitment analytics is the integration of data and prediction analysis. It allows companies to have better and faster-hiring decisions. This will enable companies to connect data from disparate sources and link recruiting strategies to their goals.
In the past, companies ignored the impact of recruitment tasks on business results. But today, human resource teams are incorporating some analytics into their decision-making processes.
Unfortunately, this stops at tracking and benchmarking vital recruiting metrics for recruiting efficiencies. And not talent effectiveness like the quality of hire. We have this article to help you adopt a data-driven recruitment process.
Recruitment analytics allows companies to answer the following questions:
- Which sourcing channel offers the best talent?
- What’s the cost of hiring for various positions?
- What do your best skills have in common?
- At what point in the recruitment funnel do most talents drop out?
Answering these questions allows companies to improve their decision-making in the recruitment process.
Best Practices in Recruitment Analytics
Most companies are enormous fans of figures, metrics, and statistics. Their need to count down the text that went responded is also important. The reason is that they wish to track down great results and successful hires.
This, however, isn’t a personality trait or some compulsion. Recruitment analytics is crucial when it comes to having a quality workforce. So, what are some of the most acceptable practices when it comes to using recruitment analytics?
Acknowledge the Limitations in Data
Data alone will not tell you all you need to solve your recruitment challenges. Note that there’s a big difference between looking at the metrics. Also, taking a deep dive into recruitment analytics for insights. Be ready to dig deeper into recruitment data analysis and make the most of the candidates’ and employees’ data.
Find out whether there are changes in the labor market. An example of changes could be those experienced now after the pandemic struck. Looking beyond the numbers allows you to understand internal and external factors, which helps make a difference in how essential data can be to your organization.
To benefit from the rewards of data-driven processes, turn your insights into action. Be proactive about coming up with the remedies to your challenges.
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No doubt that you can create your reports manually. But it can be a very tedious process. Gathering data might be overwhelming, so changing them every time a variable is added is much work.
Incorporate automation by using technological tools to ease your work. Get recruitment software that will give real-time repost updates in detail.
The manual screening of resumes, for example, is an uphill task. You can spend so much time going through resumes for a single hire. So how about using technology to solve the problem and get enough time to focus on other things.
Automating your HR recruitment process allows you to customize steps to meet your needs. With an automated HR management tool, you can set a tailored approach. And bridge the gap between all software applications.
Optimize Hiring Processes with Data Insights
Knowing where you stand allows you to improve your recruiting process. Remember that you collect candidates’ data to identify actionable insights. The data also will enable you to optimize your hiring efforts. So how can you act on the collected data and analyze it for meaningful change?
If, for instance, the quality of your candidates is low, it could be a sign that you need to rewrite your requirements. This will ensure that your organization is clear about what it wants. You might also have to review where you advertise your openings.
It could also be that your new hire turnover rate is very high. This means that you need a robust, more effective onboarding process. And let’s not forget about a better quality of hire. It will help you ensure that your candidates are well matched to the available roles.
Making the right changes will help you develop a more optimal hiring process, and it will also improve the candidates’ experience by removing roadblocks.
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Use the Data and Plan for the Future
Predictive analytics allows recruitment agencies to plan for the future based on the likelihood of certain events. Predictive analysis can determine when you need to hire someone for a particular role.
You’ll also know how much money you need and where the talent gaps are. You’ll also find out about which candidate sources produce the best results.
You may not be in a position to predict everything. But recruitment data analysis will help you think ahead. You’ll also be able to prepare for what’s likely to come.
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Recruitment Process Outsourcing
With this strategy, you’ll get support on part or all of your workforce hiring. RPO recruitment companies do this by following a comprehensive set of recruitment resources. RPO talent acquisition blends dedicated recruiters, technology, and best practice hiring methods, allowing them to change your recruitment process.
Aligned to your HR managers, RPO solutions drive the end-to-end recruitment process. From forecasting to sourcing. They also take care of assessing, placing, onboarding, and reporting using RPO technology and expertise.
RPO follows a clearly defined process with deep specialization. They help you improve your quality of hire, reporting, and scalability, and they ensure you receive a great return on your investment.
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High Fresh Recruit Turnover
The number of new team members reflects the employees who leave soon after being recruited. Here is how you can deal with that challenge:
Communicate effectively to the candidates about the job. Ensure they understand the job responsibilities, requirements, and performance indicators. They should also know about working hours before accepting the job. Because if misguided, they’ll possibly leave soon after.
Develop a feasible employee onboarding process. You can do this by welcoming your new team with an email. Ensure that they feel welcomed and are given a chance to accomplish tasks.
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Offering Better Candidate Experience
What’s the opinion of the candidates about your organization? How about their idea about the HR dashboard in the wake of partaking in your recruitment metrics?
Do the candidates come out excited to enlighten others about how incredible you are? Or do they get irritated by the whole recruitment cycle? These are things that you can quantify. But why is it essential to do so? It’s because:
- Candidates judge companies based on their experience during the recruitment process. They wouldn’t want to work with you if you waste their time or leave them hanging.
- Candidates’ experience affects your HR dashboard. A miserable candidate can take to web-based media to say how amateurish and discourteous your organization is. This can significantly harm your standing talent analytics.
Make sure to send the candidates a short overview once the recruiting cycle is complete. You can choose to use a set of predictive recruitment analytics tools.
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Recruitment continues to pose a significant challenge in many companies. Some of these challenges include manual and ineffective processes. As a result, they have to deal with a limited talent pool and HR systems that don’t meet expectations.
Admittedly, there is no one size fits all approach to recruitment processes. But some hiring process best practices in recruitment analytics can make your work easier. We’ve highlighted some of them here, and many more are out there. Thus, ensure that your recruitment cycle identifies the right talent using best practices.
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Images by cottonbro and Edmond Dantès
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