Technology is everyday
Technologically, recruiting is currently undergoing an evolution. Simple databases with the stored scans of printed resumes - first-person employees will remember - are a thing of the past. The day-to-day work of today's recruiters is criss-crossed with new technologies that help them to find candidates more accurately and faster, and to provide 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 conviction 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.
Those who have been using algorithms in recruiting for several years now have a wealth of insightful historical data. Using this data, it is possible to identify 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 provides important information for the development of detailed candidate profiles. With their help, one can identify key features with which, for example, a cultural fit can be predicted. Or one identifies 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 you can use all available data for a continuous adjustment of the recruiting strategy. This achieves the perfect mix of inbound and outbound measures. Candidates who actively approach your business need to have the positive experience. The Candidate Experience you offer must match the experience a customer expects from a top global brand. For example, think about the best online shopping experience you can think of. Equally smooth, visually appealing and user-friendly should be your career website designed. In addition, by evaluating usability data and web analytics, you can optimize your Candidate Experience to the extent that each touch meets the most important aspects of the experience of your business customers.
Use in sourcing and conclusion for technology fans
The biggest advantage of data usage is the high potential for personalization, and thus the opportunity to create an above-average candidate experience. Based on the data available, you can not only provide candidates who are seeking employment with the most relevant job advertisements, but also provide them with additional content that is specifically tailored to their location or fields of expertise.
For sourcing measures, data-based recruiting uses accumulated historical data to fine-tune the candidate search. For example, if a large proportion of your top executives went to a particular course of study, were previously employed in a particular company, or if noticeably many of the top performers performed the same function at a similar point in their careers, you can do so So you can focus your energy on the sources with the best candidates and make the first contact well-informed, personalized and personally appealing.
The future has just begun
The recruiting industry has just begun to scratch the surface of what big data holds in 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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