Data in recruitment shown in a laptop.

How to Use Data In Recruitment

More often than not, professionals choose Human Resources as their field because they love working with peoplenot data. However, it is important to know that if data sets are used in the right process, it can serve as another tool or advantage of a company when it comes to getting the best talent. 
 
There is a wrong assumption that recruitment only deals with relationshipsand it is essential in recruiting good talent, but it also deals with data or numbers which can significantly help your process be much better and give a much more in-depth experience for your candidate. 
 
USING INTERNAL DATA TO RECRUIT SUCCESSFULLY 
A lot of companies have their own HR Information System (HRIS) or Human Capital Management Solution (HMCS) that generates recruitment data for their databases. Regardless of systems, the usage of this data will help you and your business determine the employee turnover and growth rate for the next couple of years. 
 
If your company is growing at a steady pace in the past couple of years, you can predict the number of people you are going to hire in the next few years. Combine that with your turnover rate data and you will save time, effort, and costs in hiring your next candidates in a year or so. 
 
Using this data will help you immensely in planning your talent pipeline for the coming days. Recruiting is about building good relationships so you want to do that in advance. The data will help you plan and assess candidates that are qualified for future roles. Building relationships is not done by posting customized and fake job descriptions nor setting up an interview with them out of nowhere but comes in passively and naturally in the form of networking. 
 
USING MORE INTERNAL DATA FOR RECRUITMENT
Another source of internal data you can use for effective recruitment is internal surveys and exit interviews. These are great sources of data and information as they answer the questions like: “Do you provide employees value?”, “Are you providing the necessary benefits for them?”, “Why are employees leaving your company?”, etc. 

These questions can provide great feedback to your current processes. Knowing that these kinds of data are present, you can use this to re-arrange policies or programs that are not effective in terms of employee engagement and retention or create new programs or regulations that benefit your employees and candidates. 
 
EXTERNAL DATA TO HELP YOU RECRUIT SUCCESSFULLY
How do you know that your salaries are at the market rate? How do you know your vacation policy is competitive? By using external data, of course. Looking at average salaries, benefits to offer, and feedback from multiple job platforms can help you set and establish benefits and opportunities for prospective candidates. 
 
Using data from your clients can help you do a better job of recruiting. You want to analyze and look at data from customer questions such as “What did they not like about the product?”. From these questions, you get to plan your recruitment processes and target specific candidates to address that type of question. Ignoring this data may cause you to lose valuable time, effort, and money because you may hire the wrong candidate for the job. 
 
USING DATA TO FILTER CANDIDATES
 
Sometimes choosing the best candidate from a pool of candidates is a tough decision. Just based on their interview sessions, a lot of bias and subjectivity can affect your decision when it comes to passing a candidate. Data can assist you in that matter.

By using skill tests or basic assessments, you can gather the information that helps you make a decision in hiring. By also looking at previous assessments from your hired employees, you can compare their results to that of the candidates to see who is the best fit for the company. 
 
THE DANGER OF USING HR DATA
 
There are a lot of purposes that data can be used to step-up your recruitment actions. But still, HR is a facet of the workforce that deals with relationships with people. The overuse of data can lead to the loss of basic empathy and sympathy from the HR Team to the employees themselves. Ignoring these emotions of employees and their call-outs may lead to a high turnover rate and a bad experience for the employees. 
 
 
Without a doubt, using data in recruitment processes will definitely benefit your company. By using and taking advantage of data, you can easily hasten your recruitment processes, make accurate decisions, and improve candidate relationships. However, entirely relying on using data for your recruitment decisions can backfire negatively on your company. Not only are you are depending on technology but you become less humane in terms of candidate management.
Employers and recruiters should always strike a balance when it comes to using data and technology & human emotions to effectively steer the candidate’s experience.

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