Recruitment analytics is discovering and interpreting patterns for sourcing, selecting, and hiring suitable candidates.
There are three levels of recruitment analytics:
- Operational Reporting
- Advanced Reporting
- Predictive Analytics
Various recruitment analytics tools, tactics, and software will be described in this article to help get you started with streamlining your recruitment process.
The Three Levels of Recruitment Analysis
There are three primary levels of recruitment analytics. It starts with operational reporting, the first and most basic level, and progresses in complexity to advanced reporting and then strategic and predictive analytics.
First is operational reporting, which encompasses recruitment metrics and analytics, such as:
- Cost of hiring
- Source of hiring
- Applicants per job opening
- Selection ratio
- Time to fill
- Time to hire
- Hiring manager satisfaction
The second level is the advanced reporting method, which deals with mapping the candidate’s experience.
The candidate’s experience is often mapped by having them complete surveys or questionnaires.
It is always a great idea to perform financial recruitment metrics to ensure you have the cost per candidate sourcing channel.
Strategic and Predictive Analytics
The final level is strategic and predictive analytics. Strategic analytics involves segmentation, developing people models, and statistical analysis.
Predictive analytics revolves around developing predictive models, strategy, and scenario planning.
Starting a Recruitment Analytics Dashboard
A recruitment analytics dashboard shows you key performance indicators (KPI) and reports your recruitment statistics. Essentially, it is a recruitment data analysis tool.
It’s a bit of a hassle to identify all the metrics you want to measure, but it is worth determining what you’re doing well with and what parts of the process could be improved.
There are many websites, apps, and software that do this for you, but they often do not allow for more personalized data, should you need something more specific to you.
Job advertisements share the job title, location of the role, job responsibilities, the requirements to qualify for the job position, benefits offered, information about the company, and instructions to apply for the role. Find job advertisement management information here.
A job application is relatively easy to fill out. The applications will ask candidates for a lot of information, and candidates complete applications upon applying for a job. Here are some sections that can help you narrow down your applicant list:
- Personal Information
- Employment History
- Cover Letter
- Writing Samples
The candidate’s personal information would be listed, in chronological order, from their names, addresses, phone numbers, and email addresses. Another part of their personal information needed is proof of identification to verify their identity.
In the education section, they will list their education history. Some jobs require applicants to have a specific educational background, but others do not. This section is the key to receiving a profession in the US. Applicants must have a high school diploma or a GED.
Their employment history is mandatory, and it shows their work history. Do not include the applicant’s start and end dates section for each previous or current employer. Also, make sure they add the reason for leaving a position.
A resume is necessary with every application. A resume states everything an employer needs to assess to ensure a potential candidate is fit for a given position. The resume section includes all application sections, and this section should consist of education and work experience.
A cover letter is a great option to include with their application. Be sure to tell the applicants what to include in a professional cover letter. Why do they want to work for the company and believe they are an excellent fit for the position? This is more personal than the resume.
It is always a great idea for a candidate to add their personal or professional references to their resume, which they include with their application when asked by an employer.
Personal references would include the applicant’s family or friends.
Professional references would include coworkers, managers, or supervisors.
The preferred number of references for most companies is three.
Ask applicants for their availability to ensure you have an employee when required. Knowing how soon an applicant can start is an essential part of the process, and this helps you plan for training and scheduling.
Some jobs require certification to perform work with them. If a job does require certification, be sure to ask the candidate to list their certification, so you can know they are certified.
Some jobs aren’t willing to hire a person who is not certified because it is less expensive to hire someone who already has a certification. Other positions are eager to train and certify employees and will overlook the lack of accreditation.
Although most jobs do not require writing samples, if you have a company that requires applying to be a writer or applying for a role where writers are the main focus, it is great for a potential candidate to have experience as a writer. If they have never been published writers, it’s okay; you can always ask them to write their sample with their writing knowledge.
The recruitment process is essential when it comes to hiring. Get real-time data to maximize your results. Create recruiting campaigns, get information on what time and day most job seekers are active, check out the most popular job titles, and get an outlook on which companies are competing with your company’s talent.
There are a variety of specialized recruitment processes utilized by different companies, but there are two standard processes.
Recruiting is a necessity when trying to fill an open position. Recruitment is the best option to ensure you select the right candidate if a job needs to be filled quickly. Also, make sure you create a detailed description of the job position, so candidates can know if they qualify for the job position.
Corporate recruitment is defined as hiring from within a company. If you work for a company and you have staff members that you know have the potential of getting promoted, you can hire from within your company. A lot of employers use this method to hire from within their workplace.
Benefits of Programmatic Job Advertising
The benefit of programmatic job advertising is that it can help businesses improve the quality and targeting of clients. This advertising method is done through consumer marketing to help deliver job opportunities to candidates.
What Does Programmatic Job Advertising Include?
Programmatic job advertising includes:
- Employer Branding
- Automated Bidding
- Talroo Ad Platform
Recruitment software helps manage and track the entire recruitment process. Recruiting requires a lot of hard work, from posting job ads, screening resumes, preparing and sending job offers, monitoring emails, and more. Live without the hassle when you choose to select a recruiting software.
All of your hiring tools will be placed in one organized section. Smooth collaboration is allowed with a team of recruiters and HR. You can use recruiting software for:
- Automating tasks
- Finding and attracting candidates
- Evaluating candidates
- Increasing and optimizing recruitment.
Overall, life is easier with recruitment software.
Cloud Recruitment Software
Company data will remain safe and secure in the Cloud. Cloud recruiting software allows for productivity, and it also helps reduce administrative costs. As long as you have internet access, you have direct access to the software. You can manage recruitment processes and databases.
CRM Recruitment Software
CRM stands for candidate relationship management, which allows hiring professionals to build and maintain relationships.
If you have a poor candidate experience, a lack of communication with candidates, smaller talent pools, unorganized hiring habits, or a lack of transparency, CRM recruitment software is for you.
SaaS Recruitment Software
With Software as a Service (SaaS) recruitment software, you can save around a quarter to almost half of your time on recruitment.
The SaaS recruitment software is simple, flexible, and unique. SaaS recruitment software doesn’t only analyze based on skills. It also analyzes based on a candidate’s personality, values, and culture. It has a simple price strategy, which is subscription-based.
ATS is an applicant tracking system. An ATS is a recruitment management software that allows recruiters to manage job applicants and keep digital copies of a candidate’s information.
Using an ATS, you can contact candidates and quickly pull out your desired hire’s information from a large pool of applicants.
The purpose of the ATS is to simplify the recruitment process by keeping track of all hiring tasks for you. ATS covers the operational reporting level of the re
ATS Recruitment DOs
Your ATS will do the bulk of the work for you, saving you time and effort.
Once you start using the ATS recruitment process, you will never want to return to the traditional way of doing things.
The ATS recruitment process will:
- Send bulk rejection emails
- Schedule interviews
- Approve job offers
- Find qualified candidates.
ATS Recruitment DONTs
Unfortunately, we can’t depend on software to do everything for us. An ATS is meant to assist us with our responsibilities, but more complex tasks are involved that an ATS is not equipped to handle.
The ATS recruitment process will not:
- Evaluate candidates for you
- Find discrepancies or lies in an applicant’s cover letter, resume, etc.
- Automatically disqualify candidates
Recruitment automation uses recruitment automation software. This involves AI and machine learning to streamline talent acquisition efforts.
There are numerous ways to include recruitment automation in your business. Some of the most common tactics are listed below.
Employee Referral Program
If you decide to have an employee referral program, it can help build your company, and it can also help you build high-performing teams. The hiring process will be reduced, and you will receive better candidates.
A form of AI is using chatbots. They automatically interact with humans, and Chatbots are known to create engagement and rush the recruitment process. Chatbots will also allow you to reach out to more candidates and provide fast answers.
Nowadays, everyone has a cell phone. You can send job openings to candidates’ phones, so candidates will apply for that position as soon as they see a position open. Candidate texting allows you to reach thousands of candidates through SMS alerts.
Email automation allows for your recruitment process to be convenient. Candidates will receive emails for any application updates. Once hired, they will receive an email to inform them about their start date.
Social Media Automation
Social media automation allows recruiters to distribute jobs and broaden the demographics of the target job seekers. It also allows recruiters to reach out to people with solid media knowledge.
Virtual Recruiting Events
With virtual recruiting events, you usually have to build an events page on your website. This makes promoting these events on your social media even more straightforward. Your events page can even handle interviews and registrations for you.
You can also efficiently manage on-site attendees, capture leads and resumes, and create campaigns for ongoing candidates.
You can automate typing a job description and allow the template to do all the writing for you. You will need to post jobs, but you will be able to post on free or paid job board sites. You can also use programmatic job advertising to optimize your spending for your advertising.
Content Management Systems (CMS)
You can create and update content, optimize your job listing, and configure your content to be searchable on search engines. The content management system helps companies manage digital content. CMS allows writers to post published works and save them, while editors can edit and modify work.
Candidate Relationship Management
It helps you support relationships with passive candidates. You can automatically track and measure your campaign’s performance. CRM also allows you to track your candidate’s journey through the application process.
Big Data in the Recruiting Industry
There is a lot of data in today’s world to have a perfect recruiting process for all employers. Recruitment data analytics are vital to keeping track of your employment process, so you must learn everything you can about mastering them.
Step up your game and have a successful, streamlined recruiting process for your business. Talroo can benefit you by helping your company meet its recruitment goals.