“Those who fail to learn history are condemned to repeat it.” — Winston Churchill
In the almost entirely technological world we live in today — we struggle to find the truth. The good news is, data is truth. Data can tell you how and why things have occured in the past. You can use this data to inform future action. Data is what the world relies upon in most decision making processes. Sure, it may be called “precedent” in law or “procedure” in medicine, but in the end, informed decisions are made based upon data.
So why not enlist data in your hiring process? Stop relying on gut instinct alone. As you’ve probably heard — the data doesn’t lie.
Data-Driven Recruiting: why you need it.
Data-driven recruiting has been around for years; still, some firms have not yet adopted it. Many hiring managers and and HR employees feel that gut instinct alone will suffice when hiring. Gut instinct is important. However, why not have all the data when making recruitment decisions?
Learn why data-driven recruiting is essential to your business and how you can transition to a data-driven approach.
Predict future behaviour through professional history
During the hiring process it’s easy to favour certain candidates over others because you might like them. This is even more common when hiring for a sales position. The truth is, there are some silver-tongued people that can talk you into hiring them faster than you might think possible.
Data is your friend in this process. You might just hire the person you liked most — and that’s great if it’s for the right reasons. A data-driven approach will provide you with those reasons.
Data will inform you if the candidate is punctual, if the candidate sticks around, if the candidate slides by or goes above and beyond and more. With data-points from previous employments you can discover what type of employee the candidate really is. There are, however, lots of data-points to examine and keep organised. An Applicant Tracking System (ATS) can help with this.
Estimate time-to-hire easily
Vacancies are costly to your business. Because of this, it’s important to know your time-to-hire so your business can prepare for it. We define time-to-hire as the amount of time (in days) a vacancy exists — from the moment your business posts the advert to the moment when an offer is accepted by a candidate.
Estimating this time is key, and data can help you to do so. Your data will provide you with actionable information regarding how long filling the same position took in the past. If this position has never been vacant your data can help you make an estimate by evaluating past vacancies for similar positions.
Here is where an Applicant Tracking System (ATS) can be very helpful. An ATS should have functionality that notifies you the moment a candidate applies. This way, you’ll never miss out on a good employee because you contacted them too late.
Optimise your agencies and advertising sources
Use data to inform which agencies and advertising sources are bringing you the most and best applicants. Understanding where your best applicants are coming from is key. Once you’re aware of the best applicant pools you can prioritise them when necessary.
An Applicant Tracking System (ATS) can help you to do so. A good ATS should have an Agency Portal that shows you which recruitment agencies and which job boards are providing you with quality applicants. This way you can audit your recruitment strategy for optimal performance.
Enlist data-driven recruiting and enjoy a great company culture built upon informed hiring.
Data-driven recruiting is the key to informed hiring, but it can be difficult to keep all the data-points organised. An Applicant Tracking System can help. A good ATS allows you to manage your entire recruitment process more efficiently and cost-effectively.
To learn more about the benefits of data-driven recruiting and how an ATS can help, download the eBook on Applicant Tracking Systems today!