Mix Tech in the conventional recruiting process

There are many flaws in traditional recruiting, starting from the lack of a structured process and a commitment to assessing skills and mental abilities with assessments. Although the suitable candidates respond to job postings often, interviews are not always based on the essential skills, or the interviewers are not trained to conduct behavioural assessments. In addition, background checks and references are usually not performed until after a candidate has been selected.

This digital age allows recruiters to make better hiring decisions by using software and analytical tools. As opposed to conventional recruitment methods, today’s hiring methods are based on data. In this article, we will outline how data-driven recruitment works to attract more candidates, retain them, and meet recruitment targets:

Increased effectiveness of hiring processes and improved candidate experience

For a candidate to stay motivated and not withdraw their application, a positive candidate experience is essential. The experience of a bad interview can lead to a candidate losing interest in a position even when they did well in the interview. The following suggestions will help you to improve the candidate experience:

  • Simplifying the hiring process for candidates.
  • The candidate should be updated through the process.
  • Interviewing in a positive way.
  • It is important to provide feedback to all candidates, including unsuccessful ones.

By conducting post-interview surveys, you may gain insight into improving the hiring process and candidate experience. Also, there is software that helps employers to collect feedback from the candidates during the hiring process. The collected data can be used to evaluate the consistency of company culture, the recruitment timeline, and the skills and fairness of interviewers.

Improves the quality of candidates

Employers and job seekers alike can reach out to each other through social media. The use of data allows you to refine job descriptions and target candidates to attract more qualified candidates online. Recruiting can attain this by employing workforce intelligence apps, as well as custom algorithms customized for the purpose.

A variety of tools and methods are available for collecting data, including applicant tracking systems, Google Analytics, and surveys. Having this information at your fingertips can enable you to diversify your sourcing methods, improve screening questions, and effectively schedule interviews. Furthermore, the data can assist you in writing more compelling and competitive job offers. You may also use the data collected to create a compelling career page, job descriptions highlighting the company’s value propositions, or social media content that highlights the company culture.  They attract not only active candidates but also the best candidates.

Make sure candidates don’t abandon the recruiting process 

Although a talented candidate may apply for an open position in your organization, it doesn’t ensure that the candidate will accept the position offer. At some point along the candidate’s journey, there is the possibility that they will experience something that will make them give up on their application. It is possible that there may be several reasons for this, or an applicant may realize mid-way through their interview process that they are not a good fit for the position in question. By refining your job post, you will be able to avoid this by improving your targeting of candidates within the job posting.

As well as that, with the increasing number of job-seeking mobile apps and platforms available these days, it’s unlikely that the candidate applying to your company won’t look for other positions. So, it would be best if you treated all candidates like job seekers who constantly search for new positions. Due to the likelihood that they have applied elsewhere as well, recruitment teams should be analyzing the competition. What ways are companies within your industry doing to advertise their job openings, as well as their company culture? These organizations are likely competing for the same kinds of candidates you are looking for.

The Conclusion 

You can consider data-driven recruiting an important tool not only in staying competitive but also in ensuring that you’re sending the right message to suitable candidates. Take advantage of data and insights to improve the candidate journey, streamline recruitment processes, and actively recruit the right candidates.

We use our AI/ML platform to source and hire the best talent combining with Tech and domain SME’s (human element). Connect with us to discuss more at info@net2source.com.