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The Do’s and Don’ts of Data-Driven Recruiting

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Remember when a recruiter’s role was defined by identifying, screening, and hiring qualified professionals?

Okay, so though that part of the definition still stands, there’s no denying it has expanded significantly. Today’s recruiters are now defined by a variety of responsibilities outside of the traditional scope of talent acquisition. Being a successful recruiter now means being someone who understands digital marketing, someone who can think like a salesperson, and, most recently, someone who can collect and interpret recruitment data.

Making use of recruitment data (or engaging in people analytics, as it’s often referred to) is perhaps the most impactful new aspect of recruiting. According to HR analyst Josh Bersin, 2016 is the year that data analytics won’t just be a “nice-to-have” part of recruitment, but rather, “your ability to harness and understand the data about your people is becoming core to HR’s mission in 2016.”[1]

Recruitment Analytics to Drive Success

Why let data drive recruitment? In short: it increases recruiting success rates. It’s predicted that by 2021, hiring success will improve by more than 300 percent due to the use of data analytics in the hiring process.[2] By using data to inform recruitment, organizations will be able to find better candidate matches, more efficiently. In fact, LinkedIn found that when talent acquisition teams used data to hire, they were two times more likely to improve their recruiting efforts and three times more likely to reduce costs, while improving efficiency.[3]


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