Until recently, the adoption of big data by the recruitment industry has been rather slow; a substantial missed opportunity when you consider that talent is one of – if not the – sector’s most valuable assets. In order to attract top talent in today’s competitive hiring market, next-generation tools, technologies and tactics is therefore a vital supplement to recruiters’ fundamental skills.
Why now? Tighter budgets, reductions in hiring time, and the need to rectify lost opportunities is forcing recruiters to be in fierce competition to attract and hire the best candidates. The new focus for recruiters is therefore on real-time metrics that let managers know what’s happening today, and predictive metrics, which alert everyone about upcoming recruiting problems and opportunities, so that they can react appropriately.
Big data has been shown to assist with everything from predicting hiring needs in real-time, to improving the quality and retention of new candidates, and even connecting recruiting performance with business performance. However, you can’t just ‘data mine’ your way to the right candidate; recruiters need to know how to analyse and utilise it to their best advantage if they are to stay ahead of the game.
With recruiting very much a numbers driven profession, it’s vital that you know the figures that really matter. As a result, many recruitment firms struggle with the idea of big data because they are unable to streamline it into the few key pieces of information that they need. This is where technology is indispensable. Recruiting analytics dashboards cut out the excess information and focus on the relevant data, helping recruiters make the shift to data-driven decision-making and increasing their productivity by bringing more transparency to key performance indicators (KPIs) and processes.
Data-driven recruiting can be a significant source of competitive differentiation and business advantage. We’ve split its advantages into six distinct areas:
Single, real-time view of data Recruitment agencies have specific challenges in that they tend to operate a network of branches that use a centralised CRM platform and also have multiple social media channels through which to reach candidates. Having a dashboard is therefore critical to ensure agencies can gain an immediate, real-time view of operations with which to map performance, identify trends and help predict future opportunities or the need to change priorities.
Flexibility Dashboards provide a holistic view of current performance with the ability to drill down into any chosen area of the business and the flexibility to allow for customisation. This allows team leaders and individual recruiters to decide on the KPIs most relevant to their specific areas of work rather than overloading them with irrelevant data.
The ability to highlight workload priorities Dashboards clearly show bottom line revenue. This gives recruiters an objective method to improve their performance and work smarter as it provides the ability to drill down into specific stages in the job pipeline and prioritise workload based on how close job orders are to completion.
Making the enormity of social media data more manageable Given the pace at which millennials turn to their mobile devices for information and communication, recruitment agencies now have multiple social media channels through which to reach candidates. Over a quarter of the recruiters surveyed in The Chartered Institute of Personnel and Development’s (CIPD) Resourcing and Talent Planning Survey 2015 cited professional networking sites such as LinkedIn now amongst their top four methods for attracting higher-level candidates. However, there are still recruiters who are wary of social media: harnessing its data requires them to put in time that they simply don’t have. Having a dashboard is therefore critical to ensure agencies can gain a single view of operations to map performance, identify trends and to help predict future opportunities or requirements to change priorities.
Providing insight into talent pipeline Dashboards also enable recruiters to quickly and easily understand the candidate pipeline; monitor candidate throughput, conversion and fill rates and identify the proportion of active to inactive candidates to uncover additional revenue opportunities fast. Geographical mapping allows recruiters to see, in real-time, where current jobs and candidates are and where they need to acquire new talent. This highlights where focused action will produce results, and increases the efficiency of candidate recruitment by specific sourcing for live roles. It also enables recruiters to quickly canvas prospective clients by location.
Analysing performance to increase motivation Employee motivation is critical to sustaining revenue growth. By delivering an instant and complete picture of team performance, team leaders can investigate an individual’s performance by dynamically interrogating their activities and drill down into the detail to identify where to focus attention for improved results. When a best performer has a good quarter, dashboards enable colleagues to see what activity lies behind the win, creating a competitive environment. Dashboards have been shown to increase collaboration and knowledge and best-practice sharing, too.
Big data — when harnessed effectively, — saves recruiters time, ensures that vacancies are filled by the right individuals more quickly, and that candidates are matched with the right role. Interested to know more about data-driven recruitment solutions? Why not read our White Paper.
Finding suitable talent for your open position is never easy. Although suit-and-tie interviews can decently do the work, it is high time for your company to consider making an investment in recruitment technology or adopting new assessment techniques. We have published a blog post about 11 most effective candidates assessment methods for your reference. Check it out: http://bit.ly/11methods
It is really a great article and the data-driven recruiting techniques must be adopted by every recruiting agencies also it ensures that vacancies are filled by the right individuals more quickly, and that are candidates are matched with the right role. This technique has proven to improve some of the most important hiring metrics such as time to hire, cost to hire and quality of hire. You can also visit Nspire Recruitment, It specializes in ICT recruitment from entry level to senior executive appointments. We recruit both permanent and contract staff to provide strategic solutions to our clients’ business.