How to use data-driven recruiting to make better hiring decisions
In this age of technology, data is the fuel that drives success and there’s no reason for recruiters to not use data to improve the hiring process and win the game!
TL;DR : Data-driven recruiting means using factual information to make hiring decisions. It avoids unconscious bias and rewards real skills. Data reduces confusion and improves clarity of process. Hiring experience will be eased for both recruiters and candidates.
Recruitment has always been a game of intuition and guesswork without any consideration for skills and talent. This technique has allowed recruiter bias to seep into the hiring process which resulted in favored candidates being chosen for the jobs instead of qualified candidates.
For this very reason, the collective quality of the engineering teams dipped, affecting the overall productivity, progress and growth of the company.
With the advent of data-driven recruiting, these issues can be resolved while enhancing the hiring process in order to acquire top performing and role relevant candidates.
Read how udaan.com saved $6,780 and 374+ interview hours by using Codejudge’s data-driven tools to hire developers.
In this blog we will explore the following points:
- What is data-driven recruiting?
- What is recruitment data?
- Types of recruitment data.
- Benefits of data-driven recruiting.
What is data-driven recruiting?
Data-driven recruitment means using actual statistics and informative facts to make hiring decisions, from talent sourcing and screening to designing hiring plans. Recruiters and hiring managers who make data an integral part of the hiring process will most likely reduce the time and cost whilst acquiring top quality candidates.
In data-driven recruiting, talent acquisition specialists make use of tools and technologies that help them analyze a high volume of candidate profiles, identify skill-accurate and role-relevant candidates.
The ultimate goal of data-driven recruiting is to refine the heavy inflow of candidates using different types of recruitment and skills data, while saving significant amounts of time and money.
“Recruitment Strategy to Build 10x Engineering Teams” — Download the white paper.
All about Recruitment Data
What is Recruitment Data?
As the name suggests, any sort of information regarding the hiring process such as cost-based and time-based metrics or candidate data in terms of skill-proficiency come under recruitment data.
This data can be used to predict the results and measure the success of your hiring plan.
Types of Recruitment Data
Recruitment data can be classified into three categories:
- Cost-based data: Any stats regarding cost-per-hire, job advertising costs, outreach campaign cost, social media awareness costs, candidate screening costs etc.,
- Time-based data: Time-per-hire, time taken to interview, onboarding process time, knowledge transition time, project training time etc.,
- Skill-based data: Candidate performance analytics, skill proficiency levels, talent quality metrics, candidate retention rates, technology-wise efficiency etc.,
All of this hullabaloo about data might sound overwhelming, but if recruiters, hiring managers and HRs sit down together prior to deploying their hiring plan and discuss what their primary goals should be, this task becomes a lot easier and data can be effectively used to positively optimize the recruiting process.
The best way to decide what kind of data helps you improve your recruiting process is to meet up with hiring managers, hiring executives, recruitment specialists and HR professionals and ask them these questions:
- What are the current hiring challenges that you face often?
- Which recruiting challenges can be solved using data?
- Which talent sourcing channels do you trust and why?
- What hiring methods have you found to be effective?
- How do you cross check if your hiring strategy is successful?
- What principles do you follow to hire the best candidates?
- How is data-driven recruitment useful?
Benefits of Data-driven Recruiting
Making recruitment data and analytics inherent elements of your hiring process entails many growth-driven advantages. However, the results may differ depending on your goals, intentions, requirements and the types of tools and technologies you use.
Without further ado, let’s take a look at the advantages of using data-driven recruiting:
1. Eliminate guesswork while making hiring decisions
Candidate selections and hiring talent based on hunches and intuition is one the most faced challenges in the talent acquisition systems. By introducing data and analytics into the hiring process, we can nullify the need to make instinctive decisions and choose the right candidates by looking at data.
Owing to the transparent nature of data, it will solve the issue of bias within the recruitment process no matter how deep the problem is because data-driven hiring allows recruiters to make objective decisions.
For example, let’s just say a situation arises where the recruitment panel is not able to decide among three candidates for a critical position. In the absence of data, the unconscious bias of recruiters will activate prioritizing prejudice over skills.
But, with data the panel can take a look at the skill-proficiency levels of the candidates and select whoever seems fit for the job.
Read how Skuad switched to evidence-based hiring with Codejudge.
2. Boost your quality of hire
Since bias and guesswork are out of the hiring equation, the quality of hired candidates will automatically increase. Using data-driven techniques will enable recruiters to side with skill-accurate candidates and top-quality talent.
Moreover, with detailed analytics recruiters and hiring managers can make hyper-specific hiring decisions for critical job positions and senior engineering roles. Making informed decisions will increase the overall quality of your hiring plan outcome.
3. Lower your hiring costs & Reduce time taken to hire
Choosing the right recruitment data and making informed decisions will eventually lead to a decrease in your hiring costs and time because recruiters will be able to determine whom exactly to hire for what role.
Data-driven recruiting will enable companies to identify which talent sourcing channels are providing the best candidates, to pinpoint candidate skills, to recognize candidates who seem job fit. This way companies can cut off any ineffective talent channels, low-performance candidates, and multiple interviews.
Basically, companies can nip expensive mistakes in the bud using data-driven recruiting.
Read how Frontpage turned a new page in hiring with Codejudge.
4. Rightly reward skilled candidates
Earlier, as the recruitment process heavily depended on human intuition, many well qualified candidates lost their right to get the job owing to recruiter bias and prejudice.
But, using data-driven strategies will reward candidate skills and talent as the element of data is impartial towards any individual. This will allow companies to have a more diverse team structure empowering their market presence and brand values.
5. Improve candidate experience
The traditional recruitment process was never designed to be better from a candidate’s perspective. This made a job-seeker’s journey through the talent acquisition process terrible.
A few reasons which left candidates with a bad hiring experience are extensive screening process, long interview hours, multiple interview rounds, unclear skill assessments, long application turnaround time etc.,
All these issues can be alleviated using data-driven recruiting methods because most of these problems are caused due to a lack of data collection and analysis systems i.e., data-driven recruiting tools.
Simplify Talent Acquisition with Codejudge’s Data-driven Skill Reports
Now that you understand the importance of data-driven recruiting, let’s look at the usage of data within the candidate skill assessment process; it not only speeds up candidate screening time, but improves the efficiency of your recruiting channel.
For instance, when a candidate takes an assessment on our platform, their performance analytics are captured by our servers in real-time and the data is used to generate developer insights into 127+ code metrics.
Recruiters can leverage this information to make data-driven recruiting decisions.
Data-driven skill reports ease your candidate screening efforts
1)Project Evaluation Report that displays the overview of candidate performance
2)Overall metrics of code written by candidates
3)Detailed Code Insights (For deep code reviews usually done by senior engineers)
If you are in pursuit of #recruitment and #hiring tools that meaningfully accelerate your talent acquisition process, help you hire pre-vetted developers with top engineering qualities and let you screen candidates with real-world micro-project assessments, you know where to look!
P.S: Globally, Codejudge is the only skill assessment platform that enables you to pool programming questions along with MCQs. Make your assessments cheat proof today!
