Big Data Recruiting Checklist
2 likes2,728 views
The document outlines key questions and considerations for improving recruitment processes within an organization, focusing on essential positions, data collection for insights, and recruiting efficiency. It includes inquiries about current tools, average time to hire, recruitment pain points, and marketing strategies to enhance candidate experience. The aim is to identify critical recruitment metrics and optimize processes while leveraging social media for greater exposure to job opportunities.
Big Data Recruiting Checklist
- 1. Which positions are essential to this organization? Which positions are we looking to add over the next year? What data can we collect from other areas of the business that will give us insight into what the next year and beyond will look like? What data will help us understand and predict product and purchasing trends? Which current products — including ATS, CRM and recruitment marketing software — do we use to recruit? Can we map out our current recruiting process from source to onboarding? What is our average time to hire? What is our average screen/interview to hire? How many recruiters and/or hiring managers do we have? What are our three biggest pain points in your current recruitment process? Are our average time-to-hire and time-to -interview numbers where they should be? If not, why not? Which of our team members could benefit from increased transparency and a story around our data? What business problems can we solve with data? BIG DATA RECRUITING CHECKLIST BDAS RECRUITING ANALYSIS MARKETING AND BRANDING SPEND AND EFFICIENCY Is our career site easy to find? How long on average does it take to go through our application process? How long are our job descriptions? Are our job ads SEO friendly? Do we list compensation information? Is our career site responsive or does it offer a mobile apply option? Does our career site allow candidates to connect with us even if they’re not yet ready to apply? Which positions do we still have open? How many of these are entry-level, mid-level, management and/or executive positions? Which job boards do we use? Do we have a culture page, a talent community and a CRM to communicate with candidates? Twitter Facebook Instagram LinkedIn Other What does our career site traffic look like? What does our job board referral traffic look like? How much do we estimate we will spend per recruitment channel? What will our recruitment workflow steps be? What recruitment roadblocks do we have? What is our recruitment spend? What do our hires year over year look like? What should we do — if anything — to change these processes? RECRUITING ANALYSIS: Understand what recruitment data points are most important for your organization right now and how you can use it to mitigate your specific pain points. MARKETING AND BRANDING: Understand how candidate experience can play a role in impacting your employment marketing and branding efforts. SPEND AND EFFICIENCY: Identify areas in your process that could use improvement and greater efficiency. SOCIAL MEDIA On which of the following social media platforms do you have a presence to get more exposure to your opportunities? LIST ANALYZE IDENTIFY REVIEW ASSESS EXAMINE DISCUSS REQUEST A DEMO AT CAREERBUILDER.COM/BDAS