Recruiting looks very different today than it did 10 years ago - everyday work is over Technology shaped. With big data and data analysis, in Future true precision recruiting is possible.

Technology in recruiting
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Technology is everyday

In terms of technology, recruiting is currently going through an evolution. Simple databases with the saved scans of printed résumés - HR the first hour will be remembered - belong to the past. The working day of today Recruiter is literally infused with new technologies that help them Candidates to be found precisely and more quickly and to be communicated with higher success rates.

The early adopters among recruiters have already discovered the use of data as a precision tool for the hiring process. Although 75 percent of all companies are convinced that the application of data and analytics in the HRarea plays an important role, are just 8 percent of the Opinionsthat your company is really well positioned in this regard. But when exactly is one “well positioned”?

With historical data on the desired candidate

With data-based recruiting draw up Company a profile of the ideal candidate and the market situation based on existing data. The knowledge gained in this way is used to determine the recruitingMeasures utilized.

Anyone who has been using algorithms in recruiting for several years now has a whole range of informative historical data at their disposal. With the help of this data it is possible Pattern in the profiles of successful top executives in the company and from this for the formulation of Jobs important Ask to answer:

Data provide important information for developing detailed candidate profiles. With their help, key features can be identified with which, for example, a cultural fit can be predicted. Or you can identify the recruiting sources with the largest number of qualified candidates in the past.

Success on multiple channels - the multichannel approach

Easier data availability makes it easier to find talent today. And because talent online is particularly easy to find, Recruiters are primarily faced with the task of arouse in a confusing competition the interest of the candidates who can hardly save themselves from business inquiries.

Successful recruiters use the data at their disposal to address their ideal candidate in a way that stands out from the crowd and is therefore most likely awareness aroused. However, this also means that the development of knowledge about the candidate is only a first step on the way to becoming a candidate Objective is. A positive and to provoke an interested reaction from the desired candidate – that is the real challenge nowadays.

Luckily, there's one for that, too Solutionthat is based on data. Around successfully to be, a recruiter must use their recruiting data to approach them in the same way as a Marketing-Professional his audience data. Intelligent recruiting means following the example of the Strategies of marketing and build on a multichannel approach. This one has the best chance of a positive reaction.

Optimize candidate journey and recruiting channels

By analyzing the data from applicant management systems (ATS), the career site, social media and all other points of contact with potential candidates, any obstacles at key points in the application process can be identified and eliminated. For example, the data could show you that many candidates drop out of the application process when asked a specific question. Such an obstacle can be light In addition, the data analysis gives you a better overall picture of your ideal candidate, with which you can continue to personalize the candidate journey.

With data-based recruiting, all available data can be used to continuously adjust the recruiting strategy. This is how you achieve the perfect mix of inbound and outbound measures. For candidates who actively approach your company, it is the positive experience that counts. The Candidate Experience you provide must match the experience that a Customer from a world-leading topBrand expected. For example, think of the best Online-Shopping experience you can imagine. Your career website should also be designed to be just as smooth, visually appealing and user-friendly. With the help of the evaluation of usability data and web analytics, you can optimize your candidate experience to such an extent that the individual touchpoints reflect the most important aspects of the experience customers ihres Company correspond.

Use in sourcing and conclusion for technology fans

The greatest advantage of using data is the high potential for personalization, and thus the possibility of generating an above-average candidate experience. On the basis of the available data, you can not only send the actively searching candidate the most relevant job postings, but also offer him / her additional content that is specifically tailored to his / her location or his / her areas of expertise.

For sourcing measures in data-based recruiting, the accumulated historical data is used to fine-tune the candidate search. For example, if a large proportion of your top performers have attended a very specific course, have been employed at a very specific company in the past, or if a striking number of top performers are at a similar point in their careers Career held the same role, so you can use these insights to conduct smarter candidate searches with greater focus. Likewise, you can use your Energy Target the sources with the best candidates, making the first contact well-informed, personalized, and personally appealing.

The future has just begun

The recruiting industry has only just begun to scratch the surface of what big data holds in terms of potential.

In the coming years, the constant development of new tools will result in countless new opportunities for data usage. And recruiters, who are working hard to deal with data today, will play a pioneering role tomorrow - on the way to the future of precision recruiting.