By Kate-Madonna Hindes
In what seems like a past life, I was director of Recruitment and Human Resources for many years in Minneapolis. During that time, I traveled nationally to speak about technology and its relationship to recruitment. The landscape has continued to change quite dramatically over the last five to six years. Where we once focused much of our attention on the use of social media in recruitment, now we are looking to mobile and industry or job-specific online forums or portals. The world of recruitment is always changing, but what’s coming down the pipeline?
Only 30% of U.S. talent acquisition leaders believe they are using data very well in their roles.
(LinkedIn 2015 Global Recruiting Trends Report)
One of the largest changes in the recent landscape is the ability to catalog, pull and disseminate data. Whether from social media, e-newsletters or websites, data and analytics have proven more powerful than ever before. The very fact that these data are available helps recruiters tremendously; however, it’s how the data is used that will determine the next steps. Marley Dominguez, CEO of Haystack stated, “We expect that the next trend will be not just sourcing social and mobile recruiting data, but actually applying intelligence to summarizing the important information.”
For over a decade, many industries have been using data analytics to better understand and reach target audiences. Today, many of these organizations are using a more personalized approach to analytics to funnel candidates into place more efficiently and effectively. Healthcare recruitment has only just begun to scratch the surface of what data collection platforms and practices are available, compared to other industries and organizations.
According to LinkedIn’s 2015 Recruiting Trends Report, over 4,125 talent acquisition decision makers in 31 countries across 14 industries were surveyed in their best practices, volume of recruiting and data decisions. LinkedIn’s top three takeaways state:
- Industry overview: Recruitment budgets and volumes buck the trend of stagnation, heating up for the first time in 4 years.
- Sourcing: Recruiters’ use of social professional networks rises over 4 years to become the top source of quality hires.
- Talent Brand: Most companies prioritize the need to build their talent brand, but far fewer are resourcing and measuring it.
According to Dr. John Sullivan from EREMedia, “Recruiting leaders are finally realizing that all other business functions now make all major decisions based on data. Metrics-based decision-making will have a huge impact in recruiting because I find database decisions to be at least 25 percent better than intuitive decisions.”
Use the data available to you to determine where candidates would best fit, how they’re looking for jobs and when to reach out to them. When dissected and examined correctly, data and analytics can make a world of difference in your recruitment efforts and your success rate overall.