Adequate data use leads to standardized procedures for selecting the right employees and further assists organizations in making decisions regarding business strategies. Today, recruiters are also increasingly using data analytics to increase effectiveness and resulting results. At the same time, quality candidates are being sourced. In this article, the author will discuss how data analysis can revolutionize the recruitment process and its results.

1. Understanding Recruitment Metrics

Before discussing the prospects of using data analytics for recruitment, we must learn about recruitment KPIs. These metrics include time to fill, cost per hire, source of hire, and applicant ratio. They give organizations a view of the effectiveness of their recruitment processes. Measurement of recruitment standards enables one to determine weaknesses in areas such as recruitment and selection. Sam Hodgson, Head of Editorial at ISA.co.uk, says, “A high time to fill out the questionnaire could be symptomatic of issues related to screening or interviewing. In contrast, a high cost-per-hire of the organization’s recruiting process is not optimized on certain media. Knowing these measurements is a starting point for evaluating and encouraging better recruitment performance.”

2. Utilizing Predictive Analytics

Predictive analytics can transform recruitment by identifying potential staffing requirements and hiring the right candidate. Since predictive models are concerned with workforce planning, they lead to workforce prediction that identifies trends and makes required preparations in advance. This is quite advantageous since the resulting analysis facilitates candidate matching. Alex L., Founder of StudyX, said, “By analyzing the trends in previous hiring processes, recruiters can also build up a set of references or standards to judge other upcoming candidates. This process enhances the trend of getting the right people into the company and those capable of delivering the needed long-term results.

3. Enhancing Candidate Sourcing

Candidate sourcing is one area where data analytics can be very valuable. With their help, one can determine which channels and methods attract talent most effectively. Comparing the data of applicants coming from different recruitment sources, such as job boards, social media, employee referrals, etc., identifies which source provides the best candidates. “By understanding which sources deliver better performers to the company, recruiters can effectively guide and allocate resources to these channels. The strategy’s value is that it helps improve the quality of applicants while eliminating ineffective recruitment sources.” shares Gemma Hughes, Global Marketing Manager at iGrafx

4. Improving Candidate Screening

One function of the recruitment process that data analytics can apply is candidate screening. Recruiters can divide new candidates using algorithms and machine learning for resumes and application forms for fast qualification. “Computer-based applications can sort candidates according to pre-defined parameters, including skill, experience, and academic qualification. This approach minimizes the cycles required to review resumes manually and helps filter the resumes more objectively, thereby enabling better selection of the right talent,” noted Arman Minas, Director at Armstone

5. Optimizing the Interview Process

Notably, big data analytics can enhance interviews by concluding the efficacy of unique interview strategies and questions. Similarly, an e-Recruiting e-Recruitinguiter gathers information on the effectiveness of these approaches from previous interviews and chooses those that lead to successful hiring. Michael Jensen, CMO of Forsikringsiden, stated, “Data analytics is also helpful in the interview process because it can be used to regulate and be equitable. Structured interview questions provide recruiters with information that facilitates comparing various applicants and helps eliminate prejudice or discrimination.

6. Enhancing Candidate Experience

Candidate experience optimization is essential to get the best talent among the candidates who apply for the job. Such data can help to understand the satisfaction of candidates or various issues on the side of the candidate connected with the recruitment process. Carl Panepinto, Marketing Director at Manhattan Flood Restoration, adds, “Using candidate feedback leads to informed changes to the application process, information exchange, and candidate management. Positive changes in the candidate experience make the organization gain a good reputation, and the chances of getting the right employees are highly likely to occur.”

7. Measuring Employee Performance and Retention

To a layperson, data analysis applies only when a candidate is being recruited, not when he is hired. Performance and retention indicators monitor KPIs to evaluate the effectiveness of recruitment initiatives. By doing this, recruiters can understand possible patterns and the factors that lead to high performance and employee satisfaction. Dean Lee, Head of Marketing Manager at Sealions, comments, “Knowing these factors enhances the recruitment process to obtain candidates suited for the organization. It also includes pointers that indicate possible problems that may cause a turnover, which can be addressed to enhance employee retention.

8. Aligning Recruitment with Business Goals

It enables the appropriateness of recruitment methods to achieve corporate objectives to be determined. Technologically enhanced systems allow recruiters to align recruitment data with organizational goals, focusing hiring on value generation and support for core business strategies. John Beebe, CEO and Founder of Classic Car Deals, says, “Talent acquisition focuses on the company’s direction and strategy. It uses data to obtain the best employees for the organization, resulting in better corporate fit and improved organizational performance, which enhances corporate success.”

Conclusion

Using data in recruitment tends to change the hiring process from a Guess Activity to an Evidence-based process. Awareness of key recruitment metrics, suitable application of predictive analytics, and ongoing attention to candidate acquisition, vetting, and engagement will help organizations get the most from their recruitment strategies. Evaluating the performance of the employees and attuning the recruitment process with the organizational requirements helps an organization select the best people for desired success. Implementing and adopting data-driven recruitment practices creates higher productivity, fewer expenses on the recruitment process, better employee selection, and, therefore, the development of a better-quality workforce.