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In the past, traditional recruiting relied on postings in newspapers, job fairs, and in-person interviews. Today, the recruiting world has changed dramatically thanks to technology. There are more ways to recruit than ever, as well as opportunities to measure those efforts. Here’s what to know, so you can leverage the power of data-driven recruiting.

Why Does Data Matter in Recruiting?

What is data-driven recruiting?

This simply means monitoring and measuring your recruiting efforts and then using tangible findings to adjust the course. In the past, this was more difficult to do. But today, with apps, online resources, and software platforms, there are endless ways to track your recruiting efforts and adjust your hiring and staffing plans. This will not only help you recruit more effectively but efficiently, too, so you can save both time and money in the long run.

In addition, when you rely on facts to drive your recruiting efforts, you can:

• Better allocate your resources, including your budget, when hiring and recruiting.
• Find hiring issues and bottlenecks and correct them so you can improve your hiring approach.
• Enhance the efficiency and productivity of your recruiting team by measuring and tracking their progress.
• Better forecast future hiring needs, so you’re not left scrambling when you need to hire.
• Make the case for needed improvements to the leadership team based on facts.
• Reach your hiring and staffing goals in a way that benefits the company at large.

How do you use data in recruiting?

If you’d like to use data-driven recruiting, you first need to know what kind of information you’d like to collect. For instance, do you want to measure time-to-hire, cost-to-hire, turnover, acceptance rates, or high levels of turnover with new hires?

Once you know the areas you want to measure, you can then start to collect data, whether via an applicant tracking system, Google Analytics, or another software platform. With data in place, you can then act on it.

For instance, if you’re noticing a long time-to-hire that’s affecting acceptance rates, you can focus on diversifying the places where you’re sourcing candidates. Doing so can help you find candidates faster and build a more robust talent pipeline. You should also focus on the screening and interviewing process and places where improvements can be made.

Do you need help hiring based on data?

Turn to the team at OneSource Staffing Solutions. We can help you source, screen, interview, test, and verify, so you find the talented people you need. We can also help you create a strategic staffing plan, based on data, that helps you reduce time-to-hire and staffing costs, while improving retention. Contact us today to learn more.