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What are the best ways to use data and analytics in your hiring process?

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Data and analytics are essential tools for global talent acquisition, as they can help you optimize your hiring process, improve your decision making, and enhance your candidate experience. In this article, we will explore some of the best ways to use data and analytics in your hiring process, from defining your hiring criteria and assessment methods to measuring your hiring outcomes and feedback.

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Samanta J.

Head of Talent Acquisition @ Prismic
Aga Sta?go (She/Her)

Talent Acquisition Partner who gets things done but with People focus ???? ???? || International recruiter || Working…
Raju T.

Founder Webpipl Solutions.

1 Define your hiring criteria and assessment methods

Before you start collecting and analyzing data, you need to have a clear and consistent set of hiring criteria and assessment methods that align with your global business goals, values, and culture. Hiring criteria are the skills, competencies, and behaviors that you expect from your ideal candidates, while assessment methods are the tools and techniques that you use to evaluate them, such as resume screening, interviews, tests, or simulations. You can use data and analytics to benchmark your hiring criteria and assessment methods against industry standards, best practices, and market trends, as well as to ensure that they are fair, valid, and reliable across different regions and cultures.

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Aga Sta?go (She/Her)

Talent Acquisition Partner who gets things done but with People focus ???? ???? || International recruiter || Working mom || DEI & Remote work advocate
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Defining areas and hiring data criteria is crucial to develop further metrics. Major error I see within Recruitment and Hiring space is gathering several groups of data for the sake of just having and monitoring them. We do not need to measure everything, there should be critical areas defined that impact real time business decisions and therefore be measured and analyzed, without wasting time for less impactful ones.

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Bence Ambrúzs

Live a life of purpose and a life of continual exploration
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By defining criteria comprehensively and staying adaptable, organizations create a foundation for an effective recruitment process that aligns with immediate and long-term objectives. Job Analysis and Competency Mapping Behavioral Competencies Quantifiable Metrics Experience and Educational Requirements Alignment with Organizational Goals Cross-Functional Collaboration Feedback from Successful Employees Dynamic Criteria for Future Needs Cultural Fit Legal Compliance Documentation and Communication Regular Review and Update

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2 Collect and organize your hiring data

Once you have defined your hiring criteria and assessment methods, you need to collect and organize your hiring data in a way that allows you to track, compare, and analyze it effectively. Hiring data can include both quantitative and qualitative information, such as candidate demographics, sources, scores, feedback, and outcomes. You can use various tools and platforms to collect and organize your hiring data, such as applicant tracking systems (ATS), human resource information systems (HRIS), or data warehouses. You can also use data integration and visualization tools to connect and display your hiring data from different sources and formats, such as spreadsheets, databases, or dashboards.

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JIE WU, RAI

Vice President HR Analytics & Insights @ BNP Paribas | Data Automation, Data Visualization, Stakeholder Engagement
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Since the hiring data will be stored in different sources, creating a data pipeline is crucial. Additionally, a data dictionary is also valuable for building the data model because it standardize the features we need, including their definitions, data types and any other related criteria for each feature.

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3 Analyze and interpret your hiring data

The next step is to analyze and interpret your hiring data to gain insights and identify patterns, trends, and gaps in your hiring process. You can use different types of data analysis techniques, such as descriptive, inferential, or predictive analysis, depending on your goals and questions. For example, you can use descriptive analysis to summarize and present your hiring data, such as the number of applicants, hires, or rejections, or the average time to hire or cost per hire. You can use inferential analysis to test hypotheses and draw conclusions from your hiring data, such as the relationship between candidate scores and performance, or the impact of assessment methods on diversity and inclusion. You can use predictive analysis to forecast future scenarios and outcomes from your hiring data, such as the expected demand and supply of talent, or the probability of candidate retention or turnover.

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4 Use your hiring data to improve your hiring process

The final step is to use your hiring data to improve your hiring process, by making data-driven decisions, actions, and recommendations. You can use your hiring data to optimize your hiring process, by identifying and eliminating inefficiencies, bottlenecks, or biases, or by implementing best practices, standards, or automation. You can also use your hiring data to improve your decision making, by using evidence-based criteria, methods, and tools, or by involving multiple stakeholders, perspectives, or feedback. Additionally, you can use your hiring data to enhance your candidate experience, by providing timely, personalized, and transparent communication, feedback, and support, or by creating a positive and engaging hiring journey.

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Diego Pedraza Ospina

Strategic Financial Analyst | Expert in FP&A, Budgeting & Project Management | Driving Operational Excellence for Organizational Success
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The power of data in transforming hiring processes is unmatched. Let’s harness our hiring data to drive informed decisions and actions. Identify and eliminate inefficiencies, biases, and bottlenecks by optimizing the process. Implement best practices and automation to streamline operations. Elevate decision-making with evidence-based criteria, involving diverse perspectives for a holistic approach. Prioritize candidate experience through timely, transparent communication, creating a positive and engaging journey. Our journey towards hiring excellence is paved with data-driven insights!

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5 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?

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Samanta J.

Head of Talent Acquisition @ Prismic
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While I'm a huge fan of using data and analytics in Talent Acquisition, another essential tool in our toolbox is candid feedback from candidates. This feedback can reveal important insights into our communication strategy, quality of interactions, and more. A seamless, friendly hiring process isn't just good PR, it's a competitive edge. It can tip the scales in your favor when a candidate is choosing between multiple offers. At Prismic, I make it a point to dive deep into our Candidate Experience Survey results every 3 months. The improvements we implement based on this feedback are invaluable - trust me, what candidates have to say is just as important as any metric on a spreadsheet!

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Raju T.

Founder Webpipl Solutions.
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Time to hire, Source of hire, Diversity, Offer Acceptance, Skill Gap Analysis, Interviewer Performance, Candidate feedbacks and Cost to hire are a few major key pointers to pay attention. Where did the previous hires come from ? The Analysis of historic data of existing employees stands key as well. Automating these would give better results and help improve overall talent acquisition journey!

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What are the best ways to use data and analytics in your hiring process?

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3

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5

1 Define your hiring criteria and assessment methods

2 Collect and organize your hiring data

3 Analyze and interpret your hiring data

4 Use your hiring data to improve your hiring process

5 Here’s what else to consider

Global Talent Acquisition

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What are the best ways to use data and analytics in your hiring process?

1

2

3

4

5

1 Define your hiring criteria and assessment methods

2 Collect and organize your hiring data

3 Analyze and interpret your hiring data

4 Use your hiring data to improve your hiring process

5 Here’s what else to consider

Global Talent Acquisition

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