Blog Title Harnessing Data Analytics in Talent Acquisition: The Future of HR Tech

Posted by Tilt Recruitment on June 3rd, 2024

Blog Title Harnessing Data Analytics in Talent Acquisition: The Future of HR Tech

Posted by Tilt Recruitment on June 3, 2024

Data is the new oil, and this is never more prevalent than in HR talent acquisition for the tech industry. When implemented well, the insights and information that can be gleaned from good data analysis shape hiring decisions for the better, but the good things don’t stop there.

With this in mind, let’s explore how data analysis is changing the way talent acquisition is managed.

The Types of Data Used in the Hiring Process

Data analysis in HR can take many forms. It can look at individual candidates and assess them, identify trends, and it can ensure that diversity policies are adhered to.

Generally, when data analysis is factored into the recruitment process it will look like:

1.Application Data

Here the analysis pinpoints a candidate’s skills, experience, and qualifications. It takes the information from cover letters, CVs, and application forms. Given the advancements in AI this can be done extremely quickly.

2.Assessment Data

If candidates go through some kind of pre-interview assessment process such as aptitude tests, data analysis can determine aspects such as problem solving abilities, technical skill evaluation, cognitive aptitude and cultural fit. The idea here is that hiring managers get a good overview of the capabilities of the candidate.

3.Performance Data

Through analysing performance data HR managers can determine a candidate’s probability of success in a new role. It looks at things such as performance reviews, the outcome of projects the candidate worked on, awards won, and general contributions. A good tool here is invaluable as it gives managers essential information on whether to appoint a candidate to a role or not.

4.Interview Data:

Data obtained during the interview process can be invaluable in making a good recruitment choice. The analysis will unveil whether a candidate is a good communicator, how good they are at solving problems, technical capabilities and cultural fit. Moreover, it also assesses their role suitability and whether they have good interpersonal qualities.

5.Reference Data

The analysis hones in on what previous employers, mentors, and educators have to say about the candidate. The idea here is to pick out insights into aspects such as work ethic, teamwork skills, leadership performance and potential, and overall performance.

6.Demographic Data

Good analysis will collect characteristics about the candidate that include age, gender, ethnicity, education level, and professional background. In this day and age diversity and inclusion are prevalent and a good analysis tool will ensure a good mix of the right people are hired.

How Teams Can Utilise Data to Focus Hiring Strategies

Now we have seen the capabilities of good data analysis, how can it be implemented into your hiring strategies? This is the next logical step so let’s take a deep dive into effective implementation.

1.Predicting Future Hiring Needs

Analysis of aspects such as business growth projections, project timelines, and staff turnover can reveal a good picture of what talent will be needed and at what point. This puts HR managers in the driving seat as they can take a proactive lead in recruiting the right talent for when it is needed.

2.Identifying Talent Pools

The idea here is that analysis will show where the best candidates have come from in the past. Could be certain recruiters or specific universities, for example.

3.Improving Candidate Experience

Providing metrics such as time to hire, candidate satisfaction scores, and application completion rates are recorded, data analysis can be deployed to determine where the pain points are allowing for streamlining of the recruitment process.

4.Mitigating Bias

Unconscious bias in recruitment is often under scrutiny attracting less than favourable press. The use of data analysis which has no bias can be used to mitigate bias and ensure fair recruitment practices. It is also proof that a company takes hiring responsibilities seriously.

5.Optimising Job Descriptions

One of the great things about data analysis is that it can pick out keywords in job descriptions that lead to a successful hire. The idea is that certain words speak the language of your potential talent. By analysing what worked, you can deploy them in future job descriptions to get good results.

The bottom line is that by using data analysis in the HR tech recruitment space, you receive the business intelligence to make the best hiring decisions possible.

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