Technology is everyday
In terms of technology, recruiting is currently going through an evolution. Simple databases with the saved scans of printed résumés - HR staff from the very beginning will remember - are a thing of the past. The day-to-day work of today's recruiters is literally permeated with new technologies that support them in finding candidates more accurately and more quickly and in placing them with higher success rates.
The early adopters among the recruiters have already discovered the use of data as a precision tool for the recruitment process. Although in 75 percent of all Company There is a belief that the use of data and analytics plays an important role in HR, just 8 percent believe that their company is really well positioned in this regard. But when exactly are you “well positioned”?
With historical data on the desired candidate
In data-based recruiting, companies create a profile of the ideal candidate and the market situation based on existing data. The findings thus obtained are used to define the recruiting measures.
Anyone who has been using algorithms in recruiting for several years now has a whole range of revealing historical data. With the help of this data it is possible to recognize patterns in the profiles of successful top executives in the company and to answer important questions for the formulation of job advertisements:
- From which universities does our top staff come?
- How were the previous job titles?
- What functions did top-level employees have during their career?
- Which companies were in the past among the employers?
- What other patterns and similarities can be identified that may not be apparent at first glance?
Data provide important information for developing detailed candidate profiles. With their help, key features can be identified with which, for example, a cultural fit can be predicted. Or you can identify the recruiting sources with the largest number of qualified candidates in the past.
Success on multiple channels - the multichannel approach
Easier data availability makes it easier to find talent today. And because talent online is particularly easy to find, Recruiters are primarily faced with the task of arouse in a confusing competition the interest of the candidates who can hardly save themselves from business inquiries.
Successful recruiters make use of the data available to them in order to address their aspirant candidates in a way which stands out from the crowd and thus attracts the most attention. This also means that the development of knowledge about the candidate is only a first step on the way to the goal. To provoke a positive and interested reaction of the desire candidate is the real challenge these days.
Fortunately, there is a solution based on data. To be successful, a human resource worker must use his recruiting data to address in the same way a marketing professional uses his audience data. Intelligent recruiting means taking an example of the strategies of marketing and building on a multichannel approach. This one has the best chance of a positive reaction.
Optimize candidate journey and recruiting channels
By analyzing the data from applicant management systems (ATS), the career page, social media and all other points of contact with potential candidates, potential obstacles can be identified and eliminated at important points in the application process. For example, the data could show you that many candidates will abort the application process on a particular question. This obstacle is easy to fix. Furthermore, the data analysis gives you a better overall picture of your desire candidate, with which you can personalize the Candidate Journey more and more.
With data-based recruiting, all available data can be used to continuously adjust the recruiting strategy. This is how you achieve the perfect mix of inbound and outbound measures. For candidates who actively approach your company, the positive experience counts. The candidate experience you offer must match the experience a customer expects from a leading global brand. For example, think of the best online shopping experience you can imagine. Your career website should also be designed to be smooth, visually appealing and user-friendly. With the help of the evaluation of usability data and web analytics, you can optimize your candidate experience to such an extent that the individual points of contact correspond to the most important aspects of the customer experience of your company.
Use in sourcing and conclusion for technology fans
The greatest advantage of using data is the high potential for personalization, and thus the possibility of generating an above-average candidate experience. On the basis of the available data, you can not only send the actively searching candidate the most relevant job postings, but also offer him / her additional content that is specifically tailored to his / her location or his / her areas of expertise.
For sourcing measures, the accumulated historical data is used in data-based recruiting to fine-tune the candidate search. If, for example, a large proportion of your top executives have attended a very specific course of study, have been employed in a very specific company in the past, or if it is noticeable that many of the top performers held the same position at a similar point in their professional career, you can use this knowledge for a smarter candidate search with a stronger focus. You can also direct your energy towards the sources with the best candidates and thus make the first contact well-informed, personalized and personally appealing.
The future has just begun
The recruiting industry has only just begun to scratch the surface of what big data holds in terms of potential.
In the coming years, the constant development of new tools will result in countless new opportunities for data usage. And recruiters, who are working hard to deal with data today, will play a pioneering role tomorrow - on the way to the future of precision recruiting.
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German edition: ISBN 9783965961401
English version: ISBN 9783965961418 (Translation notice)
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