Can data ever go wrong?

No, data tells the truth.

Data is unstoppable! Data is everywhere! Before I begin to write on this topic, watch this amusing video and feel the power of data.

Imagine the potential of data; you can know a person through analytics and statistics without even meeting him. That is the reason its adoption in making recruitment decisions is widely accepted.

DATA IN RECRUITMENT

The current scenario in HR Tech is witnessing more companies using data for hiring candidates. It is only data which can provide insights on the percentage of good/bad hire, best hiring source, average hiring time and much more.

64% of recruiters and hiring managers use data at least ‘sometimes.’

(Source: LinkedIn)

Data Gives Meaning to Resumes

Data helps you understand the real potential of a candidate by bringing out the hidden facts. For example, more information about skills provides a better understanding of the candidate’s expertise and helps you find the right fit.

Know Your Candidate Through Data

Social media gives you an overview of the candidate’s personality. You can quickly gauge candidates’ perspective through their social posts and personal blogs. Data on job changing behavior plays a critical role in hiring the right candidate.

Read to know how data-driven recruiting is beneficial.

How Data Helped JetBlue Hire Candidates?

JetBlue used psychological assessments, video interviews, and structured interviews to evaluate candidates for the position of flight attendant. One of the traits hiring managers were looking for was ‘nice.’ However, after getting customer feedback, the team analyzed that the trait ‘helpful’ is more important than ‘nice’ as someone who is not nice can be helpful too.

Result: JetBlue made changes in the job profile and got a better response. There was an increase in customer satisfaction and employee engagement.

(Source: LinkedIn)

Jenny Dearborn, Executive VP, Human Resources, SAP says that failure to incorporate data into the HR function can be costly to managers and the company.

However, Bernard Marr, famous author and keynote speaker, touches another perspective. He says, “Too many organizations are focused on simply collecting as much data as they can rather than on how useful that data is. This is a big mistake.”

I couldn't agree more with him. It is very important to use the right tools and collect the right data for making the right decision.

DATA TOOLS

Here are some tools and ideas which can help you collect and analyze data.

• Recruitment analytics solutions are prevalent in the HR Tech industry. A resume parser extracts resume information in multiple data fields, eliminating the need of going through the entire resume.
• Candidate profiles can be enriched with information which is not mentioned in the resumes. How about you have access to a marketplace where you can get the required information from various data providers? RChilli is soon coming up with such a platform.
• Google analytics can give you a broader perspective to find out the sources from where the potential candidates are visiting the website. Is it from paid ads or is it direct traffic? Google analytics gives you all the answers.

I would like to wrap up with a quote by John Sumser, Founder and Editor-In-Chief of the HRExaminer Online Magazine. 

He says, “The ownership of data depends on what the data is, how it was generated, what devices were used, where it came from, and whether it is attributable to a person or thing. It depends on existing legal ideas, and ones that have not been developed yet.”

What are your views on the data-driven approach? I would love to hear from you.

Credit: https://www.linkedin.com/pulse/data-driven-approach-recruitment-lov...