Four for Friday: Combining Recruitment Marketing and Data Analytics
Many experts are talking about the idea of “recruitment marketing” these days. And what’s interesting is that marketers tend to be much more data-driven than recruiters. So as recruiters start think more like marketers (connecting with potential candidates via social media, putting out high quality content, making web adjustments to improve candidate experience, search engine optimization, and so on), it only makes sense that they’ll start paying more attention to data.
Below, we discuss a few examples of data-driven recruiting, as well as the cost of overlooking the power of data and analytics.
1. The Application of Big Data in Recruitment Marketing (RecruitingBlogs)
Traditionally, recruiters only had access to (and consequently an interest in) a small subset of talent acquisition metrics. In many ways, they were limited by their abilities to manually collect and analyze data. As more human capital analytics and recruitment analytics solutions have come into play, that’s changing. And now some forward-thinking companies are moving beyond just analyzing what’s happened to using big data analytics to figure out what’s going to happen. For perspective, in this article Kelly Robinson shared a few examples of the types of questions predictive analytics could help recruiters answer:
- How many days does it take to hire an IT professional in Los Angeles?
- On what day, during which hours do IT professionals apply for jobs?
- What job boards do IT professionals from Los Angeles use most often?
- What is the application abandonment rate for an IT professional from Los Angeles on a non-mobile optimized site?
2. Recruiting Analytics: Reducing Your Hiring Timeline (Talent Culture)
At the end of the day, what’s the one thing most recruiting organizations are judged on? How effectively they can get quality candidates through the hiring funnel and into positions. The challenge is, without tools to measure what’s working and where additional resources could be allocated to optimize processes along the hiring funnel, it’s kind of a shot in the dark. This article discusses the impact recruiting analytics can have on transforming a bunch of disconnected data sources into actionable talent acquisition intelligence.
While we often discuss the benefits of recruiting analytics, it’s important to take a look at the actual numbers they can provide to help recruiters do their jobs better. This article looks into the impact of mobile recruiting on click-to-apply rates, where the “Click-to-apply ratio measures the percentage of job seekers who click to view a job posting who actually go on to complete a job application. If 100 job seekers view a posting and 10 of those job seekers go on to apply, the click-to-apply ratio is 10 percent.” It goes into a variety of variables impacting those rates, such as number of questions and time taken to complete the application.
4. Are HR Analytics Right for Your Organization? (Recruiter)
Keith Griffin asked a pretty broad question: Are HR analytics right for your organization? The answer is becoming increasingly obvious when we look at what these tools can tell us. He said, “HR analytics can be especially helpful in spotting trends in your company, influencing hiring decisions, and identifying career development (i.e. employee retention) and promotion opportunities.” In this article, Griffin dug deeper into the answer of that question, though, asking a number of experts for their thoughts on the topic.
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