What does data have to do with IT recruitment?
In place of actual data collected from the ground, HR processes have long been based on individual perceptions, ideas, intuitions, and cultural practices. Adverse outcomes that take various forms are the result of using a strategy that does not always derive from or marry facts and data. But with the development of new technologies and the ease of access to information, talent acquisition, and IT recruitment, like every other area of business, has undergone a significant transformation.
We at Reecruit have attempted to highlight a few instances in this blog post where gathering and analyzing various types of data at various stages of the talent acquisition and IT recruitment process can lead to better results. We’ll also examine the different kinds of data that can be used to help in the overall IT recruitment process.
Some common data points about the IT recruitment process
Offering the best candidate for the job is not the goal of accumulating data; the data acquisition journey about IT recruitment should continue and further process optimization can be achieved with deep-dive analysis of the selection data.
Here are some common data points that are simple to consider:
Numbers of selection and rejection
The IT recruitment process's overall pipeline and bottlenecks can be identified. Bottlenecks include sourcing, evaluations, technical or HR round interviews, etc., and actions can be taken to increase conversion at that point.
Time to hire
Time is money, and this principle also applies to IT recruitment. Identifying the steps taking longer than anticipated is crucial to ensure that the IT recruitment process moves quickly enough to prevent any business loss due to unfilled critical job roles.
Optimizing IT recruitment processes for roles, geographies, etc., can make hiring cycles faster by tracking the time to hire by role, level, and geography and comparing them with industry benchmarks.
The cost of IT recruitment must be accurately estimated, considering paid sources, assessment fees, HRIS systems, recruiting events, etc. This number can guide your investment choices, specify your referral bonuses, and result in cost savings for the company.
Data on attrition
Data on attrition helps in determining some specifics, such as the length of time employees worked before quitting, the reasons for leaving, the positions held, and the types of employees who left.
These details show areas that demand more focus and development, optimizing the IT recruitment model.
Data on performance
Measuring employee performance through data collection can assist in identifying underperformers and outstanding employees, allowing managers to adjust pay and benefits to create effective teams.
Performance information can also be used to validate assessments, analyze jobs, and create benchmarks when designing assessments, which will help you create a good selection model.
At Reecruit, we have a reputation for working closely with our users to quickly find the ideal position.
Reecruit can match a candidate with their ideal position regardless of industry. Our goal is to match our clients with the best candidate for the job they're looking for, whether in administration, finance, or senior solutions consultant.
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