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4 Reasons Data-Driven Recruitment is the Need of the Hour

By Anwar Shaikh

Data-driven tech trends are taking businesses by a storm since the last few years or so. Not long back, enterprises heavily relied on old-school methods for executing key business operations, but today it is all about numbers and by numbers, I infer ‘Data’. Talent acquisition is no exception either! An increasing number of businesses today in order to fetch the best talents are leveraging next-gen tech and tools.

Recruitment is a lot like mining and if executed meticulously leads to great results. This is where data-driven recruitment practices chip in. Be it mining data on whether a candidate would make the best fit or uprooting his/her past employment records, data-driven approach for hiring can help you with almost all things recruitment. Is it time to bid farewell to your gut feeling when recruiting a candidate and avert the nightmares of recruiting a wrong candidate?

But before diving further, it is imperative to understand the concept of data driven recruitment. Long story short, data-driven recruitment is nothing but a facts-based hiring approach, which blends intelligent HR analytics and smart workplace planning.

Here are four convincing reasons a business needs to invest in data-driven recruitment:

  1. Uplifts candidate experience

While candidate experience continues to be a trending topic, several organizations are still stuck in a rut when it comes to enhancing this quintessential hiring process. There are various areas, where recruiters need to work on. But, the question is how to identify these areas?

Analytics can throw light on key factors that affect a candidate’s experience as well as recommend suitable practices to address these issues.

Be it the time duration your HR reverts to a candidate since his first contact or the time between screening/interview process, a data driven recruitment management systemwould help you uproot the reason as to why a candidate withdrew his/her application.

  1. Maintains a perfect recruiting balance

As we know, recruiting is mainly about maintaining a perfect balance meaning excess staffing will only lead to increased costs and under-staffing will result in productivity issues.Data-driven and facts-based recruitment approach helps you maintain that fine balance. Here, a data driven HR software helps recruiters to devise workable hiring strategies, which are backed by past data for various factors such as hiring process, employee turnover, etc. Eureka! It provides a good view of your recruiting spend.

  1. Instills diversity in your staffing

Old-school recruiting practices just don’t work anymore when it comes to ensure an impartial hiring process. Thus, instead of depending on your gut feelings, it is advisable to use a good onlinerecruitment software for receiving intelligent analytics that would help view your hiring funnel regularly to keep a check on key diversity metrics like gender, ethnicity, employment status, etc. Result is increased diversity in your recruitment process.

  1. Predicts hiring speed

What if you could lay you could foresee your recruitment estimate? Yes, if executed smartly, data-driven hiring approach would facilitate HR and recruiters to predict the time a candidate would take to complete the entire recruiting process. Most importantly, it would help eliminate bottlenecks, if any that may be obstructing or delaying your recruiting to onboarding process, all well beforehand.

 Takeaway

Are you still stuck in a rut with old-school recruiting practices using spreadsheets and hopping from one system to the other? If yes, then it is high time to embrace a data-driven recruitment approach to reach out and recruit the best talent out there.

 

Author bio:

Anwar Shaikh writes about cloud technology, AI, chatbots, human resources management and enterprise technology. A self-made and reared-up writer, Anwar writes for Pocket HRMS, a leading provider of cloud based HR software to small and mid-sized businesses all across India. You can find more about them on Facebook and Twitter.

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