4 Steps of Data Driven Recruiting
- 1. 4 Steps of Data Driven Recruiting This blog post is based on the twenty-third episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan.
- 2. Data-driven recruiting is becoming one of the buzzwords of the recruiting world. But… what is it? And, more importantly, how do you implement it at your organization without feeling overwhelmed?
- 3. #1 Engagement At the top of the funnel it’s about engaging applicants. There are two ways to get people into your funnel: inbound and outbound. Inbound is casting a wide net, while outbound is spearfishing. When it comes to the top of the funnel, you need to have data to know where to focus your efforts.
- 4. #2 Evaluation Once you have someone engaged, then it becomes the evaluation stage. When we talk about evaluation, we definitely don’t mean resume evaluation. Resumes can introduce bias into your hiring process and have you focus on skill proxies rather than actual skills. That’s why we always recommend implementing an objective framework based assessment as the very first step after an applicant shows interest in your company.
- 5. #3 Closing Candidates What percentage of candidates are you closing? You should dive into this as granually as your data allows. Look at the offer-to-hire ratio as well as onsite-to-hire ratio. Then slice the metrics by the channel they came in. You’ll start to be able to get a sense of which channels ultimately give you the best return on investment. Understanding the type & source of every candidate will help you double down on the areas that are working.
- 6. #4 Post-hire Analysis At the end of the day, if you end up hiring people who leave quickly or perform poorly, your entire data- driven process was for nothing. This piece of data-driven recruiting tends to be overlooked because it falls in between the cracks of talent acquisition and talent retention teams.
- 7. learn more at codesignal.com