Recruiting looks very different today than it did even before 10 years - everyday work is characterized by technology. Big data and data analysis will enable true precision recruiting in the future.
Technology is everyday
From a technological point of view, recruiting is currently undergoing an evolution. Simple databases with the stored scans of printed CVs - the first-time staff will remember - are a thing of the past. The workplace of today's recruiter is regularly interspersed with new technologies, which help them to find candidates more quickly and quickly, 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 belief that HR data and analytics play an important role, with just 8 percent believing that their company is well positioned in this regard. When exactly is one, however, "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 series of revealing historical data. Using these 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 offers:
- 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 observed, which may not be apparent at first sight?
Data provide important information for the development of detailed candidate profiles. With their help, you can identify key features, for example, to predict a cultural fit. Or you can identify the recruiting sources with the largest number of qualified candidates in the past.
Success on multiple channels - the multichannel approach
The easier availability of data makes it easier to find talent today. And because talents are easy to find online, recruiters are primarily confronted with the task of attracting the attention of candidates who can hardly save themselves from company queries in an unclear competition.
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 also a solution based on data. To be successful, a person has to use his recruiting data for the approach in the same way as a marketing specialist uses his target group data. Intelligent recruiting means taking an example of marketing strategies and building a multichannel approach. This has the best chance of a positive reaction.
Candidate Journey & 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 match the most relevant aspects of the experience of your business customers.
Use in Sourcing & Conclusion for Technology Fans
The main advantage of data usage 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 give the actively seeking candidates the most relevant job advertisements, but also offer them additional content that is specifically tailored to their location or their areas of competence.
For sourcing measures, the accumulated historical data are used for the fine-tuning of the candidate search in data-based recruiting. For example, if a large proportion of your top performers have attended a particular course of study, have been employed in a particular company, or if many of the top performers perform the same function at a similar point in their careers, for a smarter job search with a stronger focus. Also, 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 scratching the surface of Big Data's potential.
In the coming years, the constant development of new tools will result in countless new opportunities for data usage. And recruiters who work 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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