Four For Friday: Transforming the Hiring Process with HR Data
Every Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry.
What is a data-driven recruiter? How does one operate? What kind of tactics do they use that other recruiters do not? These are all important questions to ask and understand if your recruiting team is looking to use data to improve its efforts.
But perhaps the most important question (and subsequently the answer) is what outcomes to expect when moving to a data-driven approach. The answer is rather obvious: You start to make more proactive and predictive hiring decisions, guided by data rather than subjectivity. This is the topic of this week’s Four For Friday
Are Your Recruiters Data-Driven? (Janine Truitt)
“In a world that is becoming increasingly dependent on data, it is apparent that HR will have to follow suit,” says Janine Truitt. We already know that when it comes to data and analytics, HR (and particularly recruiting) is lagging. Janine says that one important area where data can benefit recruiters is knowing where in the application process candidates drop off. She also says that time-to-fill, one of the oldest and perhaps most well known recruiting metrics, is flawed. Why does she feel this way? Take a look at her article and find out.
How Do You Know That Your Hiring Process Really Works? (Recruiter.com)
Over the years HR has had its struggles making its business case to the C-Suite. Why is this the case? “HR’s lack of boardroom clout,” says Matthew Kosinski, “is a direct result of the department’s difficulty in quantifying the value it brings to the company.” Jeff Furst, CEO of FurstPerson, says that creating a quality of hire report is a great way to link sourcing and hiring to business outcomes. This allows HR to make a valid business case. “By tracking the quality of each new hire made, the quality of hire report card also tracks the quality of each sourcing method the company uses,” says Matthew. By gathering HR data and using it to develop new strategies and enhance old ones, HR can really prove that it works.
How HR Metrics & Big Data Can Transform Your Hiring (Jessica Miller-Merrell)
Jessica Miller-Merrell of Blogging 4 Jobs says that big data “can transform our recruitment and hiring process, shedding light onto processes bottlenecks and different interpretations of data we might have not considered due to the simple fact that we are too invested in the process to truly analyze our recruiting strategies.” She provides three things that data allows HR to do:
- Establish Patterns
- Predict the Unpredictable
- Decrease Uncertainty
Read Jessica’s post to learn more.
After being asked regularly what kinds of analysis they use for their predictive HR analytics projects, iNostix decided to write about their four most common approaches. “Our 4 approaches have differences in emphasis of course, and we use different techniques in the background, but we generally repeat two key features: 1) all projects combine data from multiple sources and 2) we start with a pressing people/business/organization issue that needs to be solved.” The 4 approaches are:
- Approach 1: Clustering
- Approach 2: Driver Analysis
- Approach 3: Risk Analysis
- Approach 4: Forecasting
Learn more about each approach and examples of how they work in iNostix’s latest blog post.
Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.