Redesign your Recruitment policies with Analytics

1. SIMPLY- RECRUITMENT OR A TALENT FILTER
December 9, 2014 by Gurpreet Singh Bains
Recruitment is an advent to exert talent for the business objectives. Recruitment function has now shaped into talent
acquisition and is striving to add value as a business partner by meeting current & future needs of talent in the companies.
Today’s Companies put tremendous effort to invite talent to their doors. Without the right staff with the right skills, a
business cannot produce the profitable outcomes.
Every famous entrepreneur has built a flourishing company with great employees. Entrepreneurs can't afford to lose time,
money and results from a bad hiring’s. Recruitment impacts everything your business, your brands and your return on
investment. Recruitment is the function that attracts and selects future leaders, analyses organizational requirements and
gets the most performance at the lowest cost. Even with the continuing shortage of qualitative staff & manpower,
employers are facing major issues like employee engagement and high employee turnover. Talent management is now
identified as one of the greatest challenge for the companies worldwide.
The three dimensions which play a role of talent filter in recruitment are:
HR Recruiter
Recruiter
Technology &Trends
Analytics
The HR Recruiter plays the most prominent & key role in the recruitment process. The Corporate Recruiter will work as a
partner with managers to anticipate and meet the evolving needs of the organization. The position will nurture
relationships with prospective talent and manage on-going relationships with all. The HR recruiter & talent acquisition
team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required
to meet company goals.

2. Technology
Technology has revolutionized the business world. The advent of computers and the Internet has changed the scenario of
business operations. Technology has drastically changed the way of data and information management. Companies use
computers, servers, websites and social networks to conduct their businesses which can add competitive advantages in
the economic marketplace. This impact is seen in nearly all areas of business including human resources, where
technology continues to have a significant impact on recruitment policies & practices.
Recruitment & Talent acquisition in today’s market is no longer conducted via traditional communication channels &
methods. Companies are using recruiting software and social media networks to communicate job openings and to filter
applications of job seekers for more accurate results. Before the Internet, HR recruiters had to rely on print publications,
such as newspapers, to post jobs and get prospects for open positions. Other methods such as networking also were
used, but HR recruiters did not have the ability to post a job on multiple locations, so that millions of applicants see it at
once. Technology has made recruiting more effective and efficient. As the global economy becomes more competitive,
companies are looking to make smart hiring decisions rather than massive acquisitions to support growth efforts.
The hottest technologies & trends renovating the recruitment are as follow:
applicant
tracking
software
Authentic
Analytics
Big Data
Latest
talent
brand
Recruitment
process
outsourcing
Recruiter
as a
sourcer
Social
sourcing
Mobile
phone
recruiting
Live video
interview
New
assesment
science
Analytics provides you a tremendous snapshot of where your strategies stand today. With analytics you can easily
assess the goals established and achieved. Understanding this earlier helps you in making the best use of your resources
and as well as renovate your strategies. Usually you all are conducting the recruitment drives, but several times you have
succeeded and several times you have failed in catching the expected talent. Analytics can refine the errors existed in
your recruiting policies and afterwards provide you appreciable outcomes.

3. Big Data in HR has never meant that it will be advantageous for you, but the real task is to make it beneficial for you. With
the better analytics, you can easily transfer information to your recruiting team that which are the areas where they are
weak.
Upgrade your recruitment Channels:
As recruiters are using multi channels for recruitment (agencies, advertising, paid job-boards, job sites, social networks,
campus events, employee referrals, recruiter sources) to reach talent. Your first task includes the assessment &
evaluation of these recruitment channels that from where you are getting the best talent and enough flow of the qualitative
candidates.
Recruitment Marketing Analytics:
Recruitment Marketing includes the initiatives & activities of posting jobs online & offline through internet, job boards,
social media, newspaper ads, and career pages; so that you can indicate the opening jobs to maximum candidates and
even they can show their interest in applying for the jobs. The selection of channels and the strategy behind job
distribution is an important aspect of the recruitment marketing.
Employer Brand:
Employer brand represents the values, missions and culture of the company. Employer brand provides an outlook to the
outsiders that how company valuing the work of their employees. It has been seen that most of the candidates applying to
the jobs, after attracting by the employer brand. If the employer brands is not enough popular and highlighter, then there is
an expectation that most of the applicants could skip your job ads and you may lose the most creamy talent.
Understanding Candidate Interactions:
Recruiters today face problems in finding out the right candidates due to various organizational differences, cultural
differences and attitudes. It’s important to develop the strategies which help recruiters in constructing connections with the
job seekers, which can stimulate the job seekers to apply for the opening jobs.
Improve your messaging:
Whether it’s your job title, your job description, your career site language, it is needed to test your messaging and
ensuring that your communications are hitting the mark in terms of attracting the right talent.
Evaluating your Recruiting & Sourcing Teams:
It is essential to measure the competencies and targets of your recruiter & recruiting teams that how much efficient they’re
in deriving the qualitative candidates.
Evaluating the technology:
As technology is in a bulk to use, so you have to find out that which one provide better benefits & outcomes in finding and
sourcing the best candidates. By implementing recruiting best practices and supporting technology, you can potentially
save your time as well as cost.
Evaluating the Selection Strategies:
For hiring the best we need to use best assessment criteria & strategy, so that we can easily evaluate that which
candidate is better or worse and which will add value to the organization in the near future.
Finally, good analytics always offer lucrative benefits. Being smarter has always meant being successful.