In recruiting, I rely on data to educate both my clients and candidates to identify a good "fit". With the wide adoption of data analytics, I recognize its importance to the success of effective recruiting. Whether recruiting as a profession or hiring internally within your organization, utilizing data can help you make the right hiring decision.
Data analytics incorporates a technology-based methodology that takes data and effectively reconstitutes it into essential fact-based information to support decision making. Great recruiting also incorporates a methodology that effectively analyzes essential facts. Neither is easy. Both are required. The objective is to find the most exacting and relevant information to help provide the most precise outcome.
As we access an array of use cases specific to how analytics apply to a problem, we all know that it's not technology alone that provides the answer, but also the interpretation of the analytics to make fact-based decisions. The ability to maximize results and increase the opportunity to find what you're looking for involves the right technology, process and subject matter expertise. What any stakeholder seeks is to find the true essence of the data, and to obtain knowledge from it. Then the results, goals and mission can be truly realized.
When one effectively recruits, transparency is essential. When it comes to recruiting, the definition of "effective" is to understand the wants and needs of both the employer and candidates and honorably work towards a stated and understood common goal. As with data analytics, this requires a clear vetting process, the expertise of the recruiter as a subject matter expert, and technology to keep the information organized.
It is imperative for the recruiter to understand the objective needs of both parties, as well as, the subjective requirements around culture, strategy, market position, preferences, philosophy, and expertise. What differentiates great recruiting is when the recruiter melds candidate pool analytics to professionally guide the process providing hiring managers, as well as candidates, with real transparency.
Sometimes, even with great recruiting, clients decide not to hire or candidates decide not to take proffered positions. While the ultimate goal is to find the right fit, an aspect of this is the identification of non-fits, even if the decision is unilateral. When the best data is gathered, facts are effectively analyzed and transparency is offered, then the right hiring decisions are made.
How are you using data to vet candidates in your recruiting and interviewing process? Are you screening for the most relevant information to ensure a good "fit"? Before you begin your search for a new team member, have you identified the needs - both technical and subjective? Have you defined the culture so you know when someone is a fit? Take the time to use specific data to hire and onboard new team members. With careful attention to data analytics, retention and productivity will certainly be positively impacted. A benefit of SIM Chicago membership is that we have access to great talent and knowledge to expedite that process. The networking, collaboration, speakers, and events at SIM all contribute to the data and decision-making needed in the recruiting and hiring process.