Data Driven Recruiting

In part one of this article, we looked at some ways that you can become a data driven recruiter. Let’s look at topics like KPI and budget planning.

KPI Determination. Key Performance Indicators will help to know how you are progressing and make adjustments accordingly.

  • KPIs

You will need to bring the KPIs to the track. Focus on the points which need to be changed in your department. These can be hire number in every quarter, number of candidates by source, satisfaction of employees, or hire quality.

  • Measurement

Test your KPIs. If the company has historical data, then use it to get better future results. Data needed to track results comes with the source used.

  • Optimization

After data is collected, optimize it. Anything which can’t be measured must be removed. Technologies which perform must be retained. Those that do not can be removed or replaced.
Budget planning. In order to maximize your budget, follow these steps:

  • Emergency

5% of your budget must be allocated to emergencies. These can be used for the testing of a new tool or cost increase around existing tools.

  • Experimentation

Allocate 5 to 10% of budget for experimentation. This will help your company create a broader approach.
If you follow these step, you are well on your way to becoming a metrics driven recruiter and are on a better path to making the right decisions for your organization. These steps can result in an increase in employee motivation and engagement.
If you are just starting with your firm, then make a pilot plan. Next, sell your plan to the HR team by helping them understand the importance of the new plan. It helps if you have someone dedicated to monitoring the transition process. This plan may not be easy but it is ultimately good for the team. Once you have prepared the company for this data driven management approach, you can experiment and take your recruitment agency to a leading position in the market.
Author Bio: Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.