The Confluence of Data and Human Connection: Shaping a Winning Talent Acquisition Strategy for 2024

In today's ever-changing job market, it's more important than ever to use data to guide your talent acquisition strategies. A thoughtful approach to leveraging data will allow companies to attract and retain highly skilled and diverse workers, providing a much-needed edge in an environment that’s proven time and time again to be unpredictable. Here are a few approaches HR professionals should consider to make a lasting impact.

Establish a Scalable Framework

Ensuring your company has a seamless process for collecting data is a non-negotiable if the intent is to use this information to create real organizational change. It may take an initial time commitment, but formulating an unbiased, organized structure that can be easily and frequently updated will actually make teams more efficient and allow for progress towards established goals.

So what does this look like in practice? Once you establish your company’s short- and long-term priorities and capabilities, the first step is to choose the right metrics to track. According to Indeed, some common metrics include qualified applicants per hire, employee satisfaction and resignation and turnover rates. Depending on what you’re measuring, you can establish the best method for capturing – like via website traffic or surveys – and choose where the information will be housed. Then, it’s important to designate a data guru who can make it all make sense. Only then can you spot trends and identify opportunities.

Keep the Process Human

It's important to remember that recruitment data is just that: data. It can't tell you everything about a candidate. That's why it's important to keep the human element in the hiring process.

Gartner says that human-centric work environments are:

• 3.1x less likely to see low levels of employee fatigue.
• 3.2x more likely to experience high intent to stay.
• 3.8x more likely to have high performers.

With so many potential benefits, it’s critical that recruiting data collection, interpretation and implementation stays authentic, empathetic and adaptive.

Generative AI and other technology used for hiring, onboarding and development and performance management will only become more common according to McKinsey, but it shouldn’t be the only way companies dive deeper into data. Tech should be seen as a tool and starting off point. For example, while asking AI the best employee training program may seem sufficient to reduce attrition, incorporating a human perspective that leans on instincts and emotions adds a personalized touch. This approach addresses nuanced issues upfront, ultimately saving time and resources in the long run.

Maintain the Momentum

As with any process, it’s important to keep your recruitment data strategy up to date. The world of work is constantly changing, so you need to be prepared to adapt your strategy accordingly.

Ultimately, the companies willing to adopt the mindset that methodologies around data are everchanging and can always be improved will be more efficient and create resilient workforces.

If your company has yet to start its data journey, you should feel empowered to take that first step and ensure it’s keeping up with the times.

What do you think about using data to guide talent acquisition strategies? Share your thoughts in the comments below.