Are You Using Data to Recruit Effectively?

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Madison Resources presents:

Five Tips for Leveraging Data

Are you feeling drowned in data? While data on candidates and clients can be a boon to your recruiting program, it’s using the data the right way that is key to your success.

Whether your recruiters are finding candidates through LinkedIn, Google +, or your own ATS, data can help you access and manage a great pool of candidates, find the right matches and make your candidates and customers happy.

Simply put, data is the future of recruiting. The problem, however, is when recruiters believe that “data mining” by itself is the solution. What’s important is to analyze that data, interpret it for the best fit, and act on it. Here are some suggestions:

Tip #1:  

Be careful how much weight you give to different data points. Personal interaction and communication go that extra big step beyond publicly available data. As any recruiter will tell you, a candidate may have a great resume but flake out on an interview. That’s just a basic example, and the more nuanced are such details as personality fit and corporate culture.

Tip #2:

Create successful profile models. The good news is that data technology has been around for some time now, and it allows savvy recruiters to use historical data to map out their ideal candidates and market. For instance, you may find that candidates at a certain point in their careers are a great fit for client X. You can then hone your search with these variables.

Tip #3:

Make sure your Web site is first class. Inbound candidates are, of course, a different equation from outbound, and here’s where your Web site can shine. You can use Web analytics and usability data to make sure these candidates have a great experience. The best candidates will expect nothing less.

Tip #4:

Streamline your data input. You can do this by maintaining processes so that your recruiters or support staff all input data the same way. This can be everything from telephone numbers to state abbreviations…. information that often is put in incorrectly. Details matter.

Tip #5:

Determine what metrics matter. This will let you cut through the chaff and use data in a strategic way. For example, candidates placed on assignment is a key metric. Number of open reqs is another one. Source of candidates is more important than ever in determining what recruiting strategy works for you, whether it’s social media or referrals or branding or partnerships.

The idea behind all these tips is to make data work for you, not for you to work for data. Staffing firms that can harness their data have a leg up on the competition and can use data to provide seamless service.

Madison’s Performance Analytics Help You Work, Better.

At Madison, we’re experts at business intelligence and can help you manage your data for success. Our performance analytics gives you planning and analysis at your fingertips. Similarly, out ATS/CRM is specifically geared to staffing firms looking to maximize client and candidate relationships. Please contact us for a demo today, or just to ask for advice regarding how best to capitalize on your data. There’s no need to drown in it.