Unlocking the power of data: How analytics is revolutionising general staffing process

“Data is information, and information is power," said Radi, a data analyst at CENTOGENE.

And we can count on him to be entirely correct. Since data is now widely available and integrated into everything, it is vital to squeeze as much value as possible out of it. Likewise, the human resource world must follow suit.

It's evident that HR professionals face several common challenges daily: identifying candidates who are the best fit for open positions; minimising the amount of time HR professionals spend during the hiring process; creating more diverse teams to reduce bias; tracking employee performance; avoiding hiring process guesswork, and a lot more.

To overcome these obstacles, data analytics can be very useful. You can eliminate your reliance on instinct by using talent acquisition analytics, which is the application of data analytics to talent acquisition. Employers may improve job advertising, find the best ways to connect with prospects and develop a high-performing staff by using a data-driven strategy.

Read on to see how hiring at every step can benefit from data analytics:

●     Understanding the JD: The HR team's top priority is to determine the necessary workforce's quantity and quality. To accomplish this, evaluate current trends and patterns to comprehend the requirements, and determine what kind of work, how many, and what degree of experience they would want to see in that role.

●     Mode of Sourcing: The sourcing phase is about to begin. The first choice can be made by analysing the information from earlier sources to determine their level of value and what fresh can be explored. This saves time and money by avoiding inefficient sourcing.

●     Candidate Filteration: Imagine that you are using an internet resource, like a job posting. Recruiters may now select the most qualified applicants from thousands of applications using online systems that take into account the company's needs for experience, education, location, and other factors. If papers had been involved, this would have taken months to complete, but thanks to tech, this can be done with a few clicks.

Applicant Tracking Systems (ATSs) are being used by businesses to improve efficiency and streamline the employment process. With the help of these technologies, hiring managers and recruiters may plan interviews, keep track of applicant applications, and oversee the entire hiring process.

●     Congratulations, You've found your possible applicants!

You may now proceed with scheduling interviews and moving forward with any recruitment processes you intend to do, as smoothly as possible. Database and tech will still continue to assist you with follow-ups, ensuring that you don't ghost rejected candidates or fail to get in touch with the appropriate candidates for further action.

●     Every Applicant Counts: Even the candidates that aren't chosen right away can still be kept in your backup file for later use. After all, you did consider them at first. With whatever it was they were lacking at the moment, they might emerge more visibly ahead. As a show of appreciation, always remember to provide feedback after interviews that highlights areas for improvement and spotlights their strengths.

●     Analyzing Outcomes: By examining recruiting outcomes, data analytics can assist businesses in monitoring the effectiveness of their hiring initiatives. Monitoring measures like time-to-hire, cost-per-hire, retention rates, and ratings for individual or team performance may be part of this. Organisations may find areas for development and create data-driven recruiting strategies that result in more successful recruits by examining these indicators.

Now that your ideal applicant has been hired. Given that we are living in a digital age, provide them with the best orientation and training courses that are available through the organization's e-learning platforms.

●     Employee Retention: By looking into employee behaviour and feedback, organisations can find out more about what motivates employees to stay with the company. Employers that use data analytics to find patterns and trends in employee feedback can analyse how employee behaviour relates to factors like work-life balance, job satisfaction, and opportunities for growth and development.

To help companies enhance their staff retention strategy, the employee pulse survey, for instance, might yield useful data that can be utilised in data analytics.

Summing up,

Data analytics is currently being used by numerous companies to enhance their hiring procedures. Recruiters may customise their job descriptions and job adverts to attract the ideal individuals by analysing candidate data, which also gives them insights into the most effective recruitment channels. Additionally, businesses may utilise data analytics to monitor and assess the success of their hiring initiatives, pinpoint problem areas, and progressively enhance their approaches.

Lastly, it is anticipated that the HR and TA teams will work together more closely as they both use data analytics to draw in and keep top personnel.

Ending this with the perfect statement,

“With data collection, ‘the sooner the better’ is always the best answer.”

~ Marissa Mayer, IT executive and co-founder of Lumi Labs, former Yahoo! president and CEO