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A Guide to Using Recruiting Data Effectively

Sep 26 , 2019

A few colleagues looking at charts and graphs on a document.

A few decades ago, it was a lot more challenging to know whether your recruiting process was working well or not. Today, data systems have developed that make it possible to know exactly how effective any particular technique or aspect of the process is for your business.

Recruiting data can do all of the following:

Reveal Your Best Sources for Talent

Tracking where your talent came from - responding to an ad, being referred by an existing employee, or a contact through a recruiter, for instance - can show you where to put your time and resources to find talent more effectively in the future.

Speed Up Your Hiring Process

The metric that can most speed up your hiring process is the length of time between contacts with candidates, particularly when there is a lot of variability in those numbers. Looking at time to fill before and after changes are made is also important. 

Uncover Inefficiencies in the Process

As you collect more data, you will find that almost any metric can be used to reveal inefficiencies that can then be corrected to make your recruiting and hiring process more effective. Whether it's quality of hires, cost of hires, or some other measurement, looking at data over time will show you how to be more efficient and hire better overall. 

Woman interviewing a job candidate.

Protect your hiring decisions from liability

If your hiring decisions are ever questioned, having data to back them up will make it much easier to defend them, even from a legal challenge. Applying data to your hiring process takes the guesswork out of hiring and ensures that you have been fair to every candidate and treated them equally. 

Defend proposals for hiring improvements

It's not enough anymore to observe that changing a single aspect of hiring would improve the process. If you have data to back up your observation, that data will give your proposal more weight and convince decision-makers that they should give your ideas a try. Just be aware that data can be twisted to fit a preconceived agenda, which won't lead to real improvements and should be avoided.  

While a case can be made for each of these uses of recruiting data, it may be too overwhelming to use too many metrics at once and try to change your process in half a dozen different ways. A more effective approach might be to pick just one or two metrics to implement for a few months or hiring cycles, and then add more as you see results and make adjustments. 

GDH can help with all recruiting and hiring needs, both by partnering in some parts of the process and by providing a complete end-to-end solution to meet your recruiting goals. Contact us for information about our services.