By Rick Maré, Founder & CEO, JXT    Connect with Rick on LinkedIn >>>

Digital technology has provided new avenues for recruiters to think and act creatively. Instead of relying on old, manual approaches, digital analytics give the ability to radically alter the way we source, recruit and ultimately work.

Recruiters today can easily create extensive talent profiles of each role on their CRM. These profiles can contain details of experience, skills and qualifications required for each role. 

Over time, the data you collect from your roles and applicants will start to paint a picture. Databases today are built to categorise this information, clearly referencing which talent profiles your marketing and job adverts are attracting. This data allows you to tailor your marketing approach, appealing to the specific talent you need today and tomorrow.

As your talent acquisition approach becomes more data-driven, you will develop solid, predictive processes to understand which candidate profiles yield the best results for your business and customers. Rather than carrying out expensive marketing that produces little results, you can be confident that your hiring decisions are made based on accurate data. 

The benefits are evident. Your screening activities become more productive. Analytics allow recruitment agencies and HR teams to measure how many interviews are required to place a job, the average time to hire, or how much every candidate registration costs the business. KPIs and processes can be implemented around this new found business intelligence.

When staffing is a major cost for a lot of businesses, achieving this outcome can make a big difference to the bottom line.

As businesses become more analytics-driven, they will be able to forecast future resource requirements and hire the right people. Recently, Entelo released their 2017 Recruiting Trends Report, citing important key takeaways:

  • Talent acquisition is becoming more personalised in order to attract passive candidates;
  • There is a positive correlation between employer branding and higher quality applicants;
  • Inbound candidate management must be streamlined and automated to engage top talent;
  • Use of data analytics is rising, with nearly 40% of the survey group planning to increase spend on email tools and tracking technology in 2017; and
  • Analytics, automation, and predictive recruiting technologies will define recruitment success.

Conclusively, recruitment agencies and HR teams need to transform to meet evolving business demands. Data analytics is the key to showing a precise picture of hiring needs, candidate attraction, and successfully predicting which campaigns and approaches will attract the right talent.

The future is clear – injecting data and analytics into recruitment processes will be your most powerful weapon in the war for talent.

About the author

Rick Maré is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

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