Let's explore how employers can use data to enhance their recruitment processes and improve the experience for potential candidates. The article highlights the importance of using data to understand candidate behaviour and preferences and provides practical tips for leveraging insights to create more personalized and engaging recruitment experiences. By implementing data-driven strategies, employers can attract and retain top talent, and create a more competitive advantage in a saturated job market.
Employers do not hire every candidate who enters their pipeline, but a positive candidate experience can mean the difference between exceptional and average new hires. Because the British labour market has remained a hot topic in recent years, candidate experience has grown in importance. With less competition for jobs, candidates can command more from prospective employers. This ability to demand more extends to the candidate experience; if an employer's processes are burdensome, applicants with numerous job opportunities may abandon it.
So, how can businesses improve their candidate experience? As in many other situations, data holds the answer. With the right analytics, a company can determine where its prospective hires are "dropping off" and adjust the candidate journey accordingly. This data-driven approach means that rather than relying on guesswork to identify candidates or unstructured processes to better develop teams, data serves as the guide in achieving the results that an organisation desires and that an HR Department needs.
Identify Pipeline Inefficiency
Candidate pipeline analytics look at how candidates progress through the various stages of the recruiting process, highlighting what works and what doesn't. Employers can then concentrate on addressing bottlenecks and identifying best practices that can improve efficiency. While candidate pipeline analytics is a new approach in recruiting, it has been shown to be effective for sales and marketing teams, who frequently struggle with finding high-quality leads and moving them through the sales cycle smoothly. Organisations employ pipeline analytics to provide visibility into whether or not their customer pipeline is optimised. Candidate pipeline analytics provide similar insight, but they are focused on the candidate pool and the ability to move high-quality candidates to hire.
Not every candidate in the pipeline will be a good fit for the specific position for which they applied or were initially recruited. If they've been in the pipeline for an extended period, this could be an indication of candidate experience inefficiency. If this is the case, brands must communicate with prospective hires and either direct them to a position that is more suitable for them or inform them as to why their application is taking longer than usual. If the process is taking too long, employers may not have much time to intervene before it leaves an impression - for 54% of candidates, a negative candidate experience will influence whether or not they accept a job offer.
Determine How Long Each Stage Will Take
The candidate experience is commonly categorised into several stages, each representing a different level of engagement with the brand. It all starts with a general awareness of the company, followed by actively considering it and conducting thorough research until the candidate becomes genuinely interested. Once they reach this point, the application process begins as they start submitting their details. If the candidate successfully passes through this stage, they will be selected for further testing or an interview. The final and sixth stage of the process is when they are likely to be offered a job and join the company.
Top candidates are in high demand in today's competitive job market, and employers must act quickly to secure the best talent. Employers can move through the recruitment process more quickly if they know how long each stage will take, streamline the process and provide a positive candidate experience, reducing the risk of losing top candidates to competitors. With the right data to see where candidates are slowing down or dropping out, businesses can make data-driven decisions to improve processes, increase conversions and delight people throughout the process. If candidates aren't progressing from the interest to submitting details, it might be time to review how you are attracting candidates, your careers hub and application process. As this may have ramifications beyond that individual, as 72% of job seekers will share a negative candidate experience online.
Find the Most Effective Channels
When HR departments invest their company's hard-earned money in talent attraction, they must be able to identify which sources are driving recruitment so that their spending can be optimised. Data can provide insight into the recruitment pipeline, allowing employers to see where applicants are coming from and, more importantly, which sources result in the most successful hires.
This continues even after candidates are hired. High-performing employees can be traced back to their original recruitment channels, allowing brands to tailor their candidate experience to the sources of the best talent. Analyse by inploi is the solution for organisations looking to gain a better understanding of their candidate experience. Providing businesses with end-to-end candidate journey tracking, as well as actionable insights via analytics that are simple to understand.
Making Data-Driven Decisions Without Guesswork
Analyse can provide you with the statistics you need to make important investment decisions and optimise your recruitment spending, such as which sources are providing you with the best candidates at the best prices and what your conversion rates are. Check out this page to learn more about Analyse. And, for more important information about the world of recruiting, be sure to head to our resource hub, where articles are regularly posted.
