How do you use data to identify and target your ideal candidates and channels?

1 Define your ideal candidate profile

The first step is to define your ideal candidate profile based on the skills, experience, and attributes that you are looking for in your role. You can use data from your existing employees, your competitors, and your industry to benchmark your requirements and expectations. You can also use data from your applicant tracking system (ATS) or your human resources information system (HRIS) to analyze the characteristics of your successful hires and your retention rates.

2 Identify your target talent pool

The next step is to identify your target talent pool based on your ideal candidate profile. You can use data from various sources, such as online platforms, social media, professional networks, and job boards, to find out where your potential candidates are, what they are interested in, and what they are looking for in a job. You can also use data from surveys, feedback, and referrals to understand your employer brand and your value proposition in the market.

3 Choose your optimal recruitment channels

The third step is to choose your optimal recruitment channels based on your target talent pool and your budget. You can use data from your previous campaigns, your analytics tools, and your industry benchmarks to measure the effectiveness of different channels in terms of reach, engagement, conversion, and cost. You can also use data from your ATS or your HRIS to track the performance of your sources and the quality of your candidates.

4 Craft your compelling job descriptions

The fourth step is to craft your compelling job descriptions based on your ideal candidate profile and your optimal recruitment channels. You can use data from your keyword research, your competitor analysis, and your best practices to optimize your job titles, your summaries, and your requirements for search engines and job seekers. You can also use data from your ATS or your HRIS to test and refine your job descriptions based on the feedback and the results.

5 Monitor and improve your recruitment strategy

The final step is to monitor and improve your recruitment strategy based on your data and your goals. You can use data from your ATS or your HRIS to track and analyze your key metrics, such as time to hire, cost per hire, quality of hire, and diversity of hire. You can also use data from your candidates, your hires, and your stakeholders to evaluate and improve your candidate experience, your hiring process, and your hiring decisions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?