Recruiting Analytics: 5 Questions Answered from Last Week’s Webinar

Recruiting Analytics: 5 Questions Answered from Last Week’s Webinar

Mike Roberts

mobile recruiting with analyticsLike most business functions, recruiting is one that results in the generation of enormous amounts of data—what many refer to as “big data.” What we as talent acquisition professionals do with this information, though, tends to vary wildly by organization. Rather than let this data sit idle, today’s leading companies are investing in analytics tools that are transforming it into actionable intelligence.

This topic was the basis for last week’s webinar, “How to Be a Data-Driven Recruiter.” Hosted by Jibe’s SVP of Marketing, Ivan Casanova, and talent acquisition expert and executive editor for Recruiting Daily, Matt Charney, the webinar went beyond the buzzwords and dove into what recruiters really need to know about recruiting analytics and other tools.

Because time was limited toward the end of the presentation, we wanted to address the questions asked throughout in this blog post. The answers are listed below, in addition to both the slides and webinar recording in case you missed it. If you have any additional questions, here’s a quick link for tweeting to Ivan and Matt.

Diving Into Mobile Apply, Big Data, and Recruiting Analytics

1. Who should be responsible for “big data” in a recruiting organization? Is this a job that should be just focused on data or a part of everyone’s data?

The answer to this question differs based on a number of variables. How big is the company in general? How many people are working in the recruiting organization? What’s the IT budget for talent acquisition? And so on. Larger companies tend to have dedicated data specialists or scientists who may use tools to mine big data for insights. But advancements in big data analytics are making the information more usable for a variety of roles, lessening reliance on those with specialized skills. Regardless, everyone should be looking at the data available to them and incorporating it into their daily workflow.

2. How does the use of analytics apply to agency recruiters like me who have a ton of clients all with different data?

The use of analytics is not exclusive to any particular type of company. A better way to think of it is that they’re useful for any organization or department looking to improve candidate experience and how talent moves through the hiring funnel. Recruiting agencies are no exception. Executives can use high-level analytics to view overall performance, with the ability to drill-down into performance on particular contracts or recruiters. And recruiters can use analytics to monitor their own performance and quickly answer questions like “how many people have applied to this particular job, and where are we on hiring someone?” The end goal is to deliver a better return to the client, and analytics provide the insights needed for doing so.

3. What should I do if the data I show my boss doesn’t make me look good?

This is a common—and natural—response to technologies that deliver more transparency into performance and ultimately accountability. The truth is, recruiting analytics should be viewed not as a tool that will highlight poor performers, but rather as a tool that will shed light onto what’s working as well as potential areas for improvement. Best case scenario, the hiring funnel becomes more efficient, the quality of talent improves, and the analysis from these tools acts as the basis for additional talent acquisition technology investments.

4. How long is the Comcast application (how many pages/questions, etc)?

For context, we discussed some our clients and how they’re using our mobile apply solution. Comcast was one of them. The Comcast application is just a few pages long. It’s optimized for the candidate experience, in that it’s not an exhaustive task to complete on a mobile device. It first requires a login, so the applicant is captured within the talent database. And then there’s a section for uploading a resume, which is integrated with LinkedIn, Google, and DropBox for easy upload. After that, the candidate submits her or his application.

5. Having in mind that mobile recruiting is key, what do we have to expect in the future? Next steps? To-Do’s?

With more job seekers on mobile devices than ever before, and that trend rising sharply, a good mobile apply experience can be a major differentiator. It’s hard to say what your next step is without knowing where you are in the mobile apply journey, but a good first step is to evaluate your current mobile experience next to a next-generation mobile experience, like this. If your mobile experience is simply an unresponsive extension of your desktop experience, then it’s without a doubt time to start evaluating a better solution.

In Case You Missed It: The Webinar Recording and Slides

Again, if you have any further questions for Matt or Ivan, click here to tweet them. And if you’ve been thinking about taking the next step with recruiting analytics, then you might be interested in our whitepaper, Analytics in Talent Acquisition: The Hype, the Reality and the Future.

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