We understand how important it is for businesses to have 20/20 vision over their talent attraction system, to ensure that their resources are directed as efficiently as possible. In this article we’ll be exploring the pitfalls of how companies traditionally collect information on their recruitment, and how having 20/20 vision can transform the process.
In 2021 job openings reached 9.3 million in the US alone, a new record, meaning that candidates had more opportunities to choose from than ever before. As workers look for better salaries and more flexible hours, many employers are competing for talent in an extremely difficult market. In this climate, it is essential that businesses have a clear picture of their overall recruitment process.
Businesses who focus on traditional recruitment may have to manually tabulate data from each of their separate sources - job boards like Indeed or Google Jobs, social media like Tik Tok or LinkedIn, or even adverts in sector specific magazines and publications - in order to compare which are the most effective. Human methods of tabulating data are prone to error, as well as being time consuming, and tying up recruiters who could be actively reaching out to and meeting candidates. Having your recruitment department collate data internally slows them down, and so takes them away from where they’re most useful - as a human face to the company.
Talent attraction relies on directing candidates towards your business. This means that while recruitment searches end when a candidate is hired, talent attraction relies upon proactively building relationships with candidates all the time. As it is a long term factor, it can constantly generate data which can be used to endlessly refine the process - if it’s being taken advantage of, that is. A recent Nelson Hall paper, sponsored by IBM, found that 85% of surveyed talent acquisition leaders expected difficulty in forecasting future talent acquisition needs. Since then uncertainty in the global economy has only gone on to increase, so it’s essential that businesses move away from traditional methods of gathering data, and towards having 20/20 vision of their talent attraction process.
So, having complete oversight of your talent attraction data, including your recruitment activity and the impact of your current strategy, is absolutely essential. inploi’s Analyse module gives you 20/20 vision, allowing you to figure out which channels work best for you, and exactly how much a hire or completed application is costing you. Rather than having to gather data from different sources internally, we’ll provide you with end-to-end candidate journey tracking with actionable data insights across your recruitment strategy, allowing your business to understand how candidates move through your attraction process from first contact all the way into HR or ATS systems. Bespoke data dashboards and reports make the data clear and comprehensible, and our audience analysis feature allows companies to build and analyse custom audience cohorts to re-engage lapsed applicants, and use audience profiles to optimise your recruitment marketing.
There’s no better recommendation for our services than of our customers, who range from FTSE 100 organisations who hire globally, to large businesses in the hospitality sector, with more seasonal hiring requirements. To learn more about inploi’s Analyse module, get in touch here. And for more information on how to transform your business, be sure to check inploi’s community page, where articles are posted weekly.