Recruitment Analytics– Onboarding Profit

The term Recruitment is familiar to everyone these days and anyone who ever looked for a job, hired someone for them, worked in HR department or even studied management knows how it works and it over exposure of this term that people got the false impression that the job role was any way simple.

The process of finding profiles and taking interviews is all what other knows but with the developed time the process has changed in every possible way and became complicated.

Today the Recruiters face either 100s of candies for one profile or no candidates at all, with widen job roles the demands have been changed so the supply process also needs to develop. This is where the introduction of analytics came into picture.

Analytics has revolutionized the recruitment process and the benefits which came along are as follow-

• Understanding the need- If the recruiters can understand the actual need of the company their process of hiring can be made more specific in nature. By using analytics HR department can not only evaluate the need presented by the manger by simply understanding the cost revenue relation of the profile and accordingly deciding the need hierarchy of the given profile.

• Selecting target market- Just like sales even recruiters even HR dependent have to understand the pool of talent they are targeting, by properly analyzing the market availability of profiles and talents, the recruiter can decide where to start from.

• Designing the JD- These days the JD is not only about describing role, it also sets the tone of the conversation and either increase or reduces the interest of the candidate; hence a strategically designed JD can not only increase the application rate but using the correct keywords and also increase the exposure to the post.Tools like SEO can help in that.

• Time reduction- Every recruitment application available helps the recruiter to download the data of the search result they have created and with that data and with some simple filters, the recruiter can easily rule out the unrequired prolife, reducing the time of evaluation.

• Choosing the correct key works- When using SEO can help you design the JD it can also provide you with the key words that is to give you the maximum search results that suits the need, reducing the chances of right candidate getting lost in the crowd.

• Designing interview tools- Designing the proper questionnaire or establishing the correct activity for you evaluation process can be a difficult process but when the recruiter of aware of the result they require, designing an easily assessable test or activity is easy.

• Record keeping- There are chances that one recruiter can work on the same profile multiple times throughout their career, in such cases keeping a record of the previous candidates and managers response not only creates a better understanding of the manger’s need but also helps in easy and fast candidate list.

• On process analysis- The recruiter not only need to kp the data and study it for future ended but even during the process the established data can help in understanding the reason for rejections and what exactly the managers want and what is available, accordingly the search as well as the process of evaluation can be altered.

• Internal recruitment- A proper employee analysis can help the HR department understand employee’s talent and the ways to make the maximum use of it for both, the employee and the company.

• Evaluating the process- the effectiveness of the process can be judged on multiple stages and a proper data based analysis of the process can help in increasing the effectiveness in near future.