The Importance of Analytics in Recruitment

Generally, most recruiters view applicants as a pool of leads, rather than individuals with different skills and experience. The screening process could be high level and this often resulted in a one-size-fits-all approach for all roles. Little attention is given to tailoring the process to match strengths and traits of the individual to roles, or even the company’s culture.
Digital technology has given a new approach for recruitment to think and act creatively. Some may even attest, to be more effective and efficient in an industry that is highly cut throat and demanding. Instead of relying on old, manual approaches, digital platforms give the ability to radically alter the way we recruit.
The clever way of recruiting through digital platforms is to create extensive talent profiles of each role. These profiles can be customised to contain details on everything from prior experience to behavioural tests, background checks, skills or unique qualifications. You could even create profiling tests to screen for the right type of personality to fit into the subtler requirements of culture or other job requisite.
Over time, this approach will collect more information learned from all of your applicants. You should build a database to categorise these pieces of information to give you a clear reference on the type of applicants your marketing is attracting. Such action allows your future marketing to be closely aligned with the demands of your customers and candidates.
As your talent acquisition approach becomes more data driven, you will develop more solid predictive processes to understand your hire type that yields the best results for your business and customers. The granularity influences your decision making on which are the groups to nurture and grow. Rather than carrying out expensive marketing that produces little or negative results, you are confident your hiring decisions are made based on accurate and updated information.
The benefits are evident. Your screening activities become more productive. You could confidently recommend candidates to the right opportunities. A short time to successful hire and ensuring your candidate grows within that company for the long term are benchmarks of a great hire. When staffing is a major cost for a lot of businesses, achieving this outcome makes a big difference in profitability.
As businesses become more analytics-driven, they will be able to forecast future resource requirements and hire the right people for what they will need. Useful and transparent data increase collaboration between recruiters and businesses. Recently, Entelo released research citing important key takeaways:

• Talent acquisition becomes more personalised in attracting passive candidates;
• Refining candidate engagement strategy is a top priority;
• A positive correlation between employer branding and higher quality candidates inbound;
• Streamlining inbound candidate management and automation engage top talent quicker;
• Diversity initiatives is an opportunity;
• Data analytics are seeing a rising change with nearly 40% of the survey group planning to increase spending on email tools and tracking technology in 2017; and
• Analytics, automation, and predictive recruiting technologies will define recruitment success

Conclusively, recruitment in the 21st Century needs to transform to meet evolving business demands. Data analytics is the key to show a precise picture of hiring needs, candidate attraction, and predicting successfully the digital marketing campaigns that are worth your time and investment. These changes could only continue to revolutionise how we attract and source talent. The future is clear – digital recruitment has opened up a new, exciting field and data analytics are the arsenal to win the race for talent.
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This article is sponsored by JXT

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