We live in an era of Big Data. Our information is everywhere on the internet; what we find and do with that information matters. So how do you use data to evaluate and differentiate top candidates? Can it ensure an unbiased and equitable opportunity for all applicants? Here is what you should know about data-driven recruitment and how to use it to make your staffing decisions.
How to Screen Candidates Effectively Using Data
What is Data-Driven Recruitment
We collect vast amounts of data by conducting business via technology, and data-driven recruitment takes advantage of that wealth of knowledge. It uses data to make objective hiring decisions based on details beyond sourcing, screening, interviewing, and making offers. Collecting additional data throughout the process gives you more insight into what works and what doesn’t.
Sourcing and Selecting Candidates
For example, sourcing and selecting candidates can allow you to determine what funnels are working when collecting resumes. What avenues are you using to find talent for your clients? Are you struggling to find top talent for specific roles? Analyzing the places you’re searching will give you more ideas of where to refocus your efforts. You’ll also be able to review selection criteria such as background details, work experiences, certifications, skills assessments, and the success of interviewing.
Improving the Candidate Experience
As crucial as your impression of the candidate is, their impression of you is also critical. Collecting data and using it to help you improve your processes will help attract more qualified people to your open positions. How do candidates feel, even if they are not chosen? By offering surveys of their experience, you can learn more about improvements you can make to the entire process.
Planning for Recruitment
Data can help you create a recruitment plan for each client throughout the year and keep them on track. You can regularly review key performance indicators like costs per hire and job posting performance to help you cut costs. You can review metrics like time to hire and time until productivity after onboarding, which can let you know how fast your hiring process is and if you can make improvements. Reviewing turnover and retention rates can help you assess your hiring quality and where that process might break down.
Reducing Unconscious Bias in Decision Making
Data also helps us improve our understanding of diversity in the workplace. Focusing on qualifications rather than implicit biases when we have preconceived notions about backgrounds, credentials, and other limiting factors will help businesses make more impartial decisions and improve overall aspects of diversity, equity, and inclusion in the workplace.
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