5 Reasons Why You Should Become a Data-Driven Recruiter

In order to be the most efficient and effective recruiter possible, you know you need streamlined processes, less budget spend, quicker and better hires, and lower turnover. This is the ideal, and it might sound unattainable, but it’s really not: data-driven recruitment will deliver it all right to your table.

The success is all because of the keyword: data. Data is detailed information that surrounds everything in your sphere: you, your team, and the candidates you want to hire. It’s always there, and there’s always more of it to discover. When you place a job ad, there’s data. When candidates click an ad, you guessed it, more data develops.

Data equals information, but knowing it exists and using it effectively are two different things. That’s where data-driven recruitment comes in: it makes the most informative data accessible for you and your team, as well as for all of the automated processes that your heart desires. Here’s how.

#1: Your Process and Overall Efficiency Will Improve

The ultimate goal of a pool of high-quality hires doesn’t have to equal a heftier workload when you use data-driven recruitment strategies. With the right technology, recruiters and hiring managers gain access to data that streamlines decision-making without the burden of information overload.

LinkedIn explains that data analytics greatly improve recruiting efforts, yielding lower hiring costs and higher efficiency. Unfortunately, 75 percent of recruiters don’t take advantage of it.

Data not only helps you find great candidates, but it also lets you reach them in effective ways—all while spending less time in the process. For every decision that hiring managers and recruiters make, access to data reduces guesswork, saving both time and costly errors.

#2: It Will Keep Your Eye on the Ball

The list of possible hiring metrics is indeed vast, but if you cut through the noise, only a few stand out with “major impact” potential. The problem is finding and analyzing meaningful metrics while not overloading resources your team might not have to spare. With data-driven recruitment, culling down metrics is within reach.

Recruiter.com says identifying these key metrics will minimize unnecessary time wasters so you can focus on what really makes a difference in quality candidates:

• Time to present candidate slates
• Hiring manager feedback time
• Requisition aging
• Present-to-interview rate
• Interview-to-offer rate
• Offer/acceptance rate

Without data-centric technology, those metrics would require a whole new team—which means more money and more company resources. With data on your side, they’re simplified for easier access; analytics turn metrics into usable information that improves sourcing, candidate, and new-hire quality.

#3: No More Missed Connections

Time is precious, and time is money. Companies waste so much time with ads that never hit the mark, or endless interviews with unqualified candidates when the ideal one was overlooked during a rapid flip-through of resumes. And speaking of money, how many budget dollars are spent on poor ad placement and missed candidate opportunities? Now imagine a place where job reqs and top candidates gravitated toward each other like magnets to steel. That’s the ultimate goal, and good news, it’s an attainable one.

A data-driven recruitment process reduces the volume of missed opportunities by leveraging job matching technology that accurately matches job seekers and employers based on real data—not keywords. It’s complicated on the tech side, but that’s not where you come in—the good news is that it’s simple and effective for recruiters and hiring managers. Just look for sites that have job matching technology fully integrated.

The right job-matching platform will work in real time, putting the right jobs in front of the right sets of candidate eyes at the right time. If job details or candidate skills change, real-time job matching changes right along with them. The process is always evolving. If the candidate adds a new skill to their profile, they stand a better chance of seeing a job ad that matches it. The same thing happens in real time if job requirements change.

Just make sure you don’t get fooled by ineffective or mislabeled technology. Job boards throw around the term “matching” loosely and incorrectly, so just know this: if it’s based on keyword search, it’s not true matching.

#4: Modern Technology Will Do Your Busy Work for You

The days of all-things-to-all-people classifieds are nearly over—the truth came out that they were a waste of everyone’s time. Even if candidates use relevant search terms, it’s truly hard for them to find ads amongst all the noise. And on your side of things, great applicants are equally buried. For passive candidates (this includes most people), job ads stand almost no chance of attracting top talent. All this noise has led to a very inefficient recruiting process where recruiters spend lots of time and money posting the same job on many different sites and trying to determine which site actually worked the best in terms of performance and quality.

Luckily, like all tech sectors, online recruitment is very smart these days. You’ll want to seek out site to post your jobs that features something called “programmatic job ad distribution.” Programmatic job ad distribution technology uses big data and predictive analytics to automatically find the right people in the sites where they spend the most time. In other words, it chooses the right sites to promote the job ad based on how well the site has performed in the past. This technology offers much better performance without all the hassles and costs that come along with posting jobs on multiple sites and trying to determine which ones actually provide the results you need.

#5: You’ll See into The Future

Your job would be so much easier if you could see into the future, right? Well, you kid of can now. Predictive analytics, part of the data-driven recruitment wave, is the next best thing. Made possible by artificial intelligence, current and future job ad campaigns are optimized based on performance data from the past. Not only are job ads positioned for the best audience, ad performance and candidate behavioral trends add more data for better results in the future.

Predictive data doesn’t just improve ad placement—it also improves candidate quality by evaluating a broad range of targeting metrics and incorporating them into future recruiting efforts. For example, you could measure new hire retention and other performance metrics. Combined, data builds a predictive strategy that not only puts ads where they perform best, but also where they will find candidates who are interested, qualified, and more likely to stick with the company.

The good news is that you don’t have to be a data-scientist (or even super-tech-savvy) to take advantage of predictive analytics in your recruiting. Just look for online recruitment solutions that have it built within their platform like the recruitment solutions available at jobs.tucson.com.

We can help you put data-driven recruitment into action so you can enjoy a faster recruitment process with fewer errors, less budgetary waste, and the jewel in the recruitment crown: better quality candidates.

So, what are you waiting for? Get in touch by calling us at 520.573.4325 or email recruitmentads@tucson.com to get started.

If you would like more information on online recruitment solutions, register for Arizona Daily Star/Tucson.com’s recruitment seminar highlighting The Job Network this Wednesday, August 9. 

Guest Speaker Brendan Shea from The Job Network will bring his 20+ years of experience as Director of New Business Development and demonstrate the best strategies for reaching potential employees in the marketplace.

Click here to learn more or to register.