Data-Centric Recruiting
Recruiting in today’s market is not for the faint of heart. With record turnover, new expectations on the part of employees and the frequent workplace shifts wrought by the pandemic and social upheaval, employers are in a whole new world when it comes to hiring. Luckily, that world is a digital one—and relying on advanced technologies to automate parts of the recruiting process while reaping the benefits of the data this tech can churn out will make the difference between businesses whose recruiting functions struggle and those that thrive.
Like all corners of HR, technology is clearly having an impact on recruiting: According to LinkedIn research, more than one-third of HR managers said the biggest trend they were seeing in hiring was the use of technologies including artificial intelligence, and almost 40% are focusing their investments in AI on the talent acquisition space. And with technology comes data—Deloitte recently found that nearly 70% of large employers deploy a people analytics team that, in part, helps them comb through the hiring- and recruiting-related data generated by these new technologies.
If your organization hasn’t yet started focusing on data-centric, tech-powered recruiting, here are just a few of the reasons to do so today:
Insights:
Recruiting technology can deliver a powerful look at your incoming workforce. For instance, demographics on who’s applying, sticking through the hiring process, getting hired and staying with the organization can shed light on the direction needed for diversity, equity and inclusion efforts and ensure the organization is striving to be a fair and equitable employer. Meanwhile, data on how and from where candidates are applying can help direct HR’s recruitment efforts, while information on time-to-hire can point to possible pain points within the recruiting process.
Efficiency:
When technology can be tapped to do the time-consuming, often-tedious work of processing applications, scheduling interviews, sorting candidates and more, it frees up HR professionals’ time to focus on the real, human work of HR. For instance, more than one-third of recruiters surveyed by Jobvite said AI is making their jobs better. Apart from reallocating HR’s workload, the use of technology and data in recruiting can also speed up the hiring process, close those open positions faster and, ultimately, benefit the company’s bottom line.
Expectations:
HR professionals and recruiters today know that they’re working in an entirely changed field: Candidates expect more, from innovative benefits to new parameters around flexibility—and they want a positive candidate experience from day one, which is where data-driven technology can help. When organizations know what their candidates are looking for, based on data culled from their tech, they can provide a seamless, frictionless experience—from initial application to their first day on the job. At Integrity Staffing Solutions, for instance, we offer a candidate experience tailored to each client’s brand through our Opportunity Engine application, through which candidates can participate in each step of the hiring process all from the comfort and convenience of their mobile device.
The pressures of recruiting in today’s conditions mean that HR professionals and recruiters need to develop new skills and strategies to meet those demands—and with technology front and center in those plans, employers can be best positioned to rise to the occasion.
