Industry Best Practices of

Industry best practices of “Data Driven Recruiting”
 In today’s complex business environment, technology has made old-school

recruitment methods irrelevant. Increased focus on data-driven strategies, it has
become necessary for HR teams to modify their recruitment process for yielding
desirable results,
 Data-driven recruitment allows HR professionals to leverage valuable insights from
the collected data, statistics, and tangible facts so that they can make more informed
hiring decisions without facing any kind of hassle.
 Data Driven Recruiting helps for boosting recruiting efficiency and reducing cost per
hire at the same time. Unlike in a traditional hiring process, you no longer have to
squander your precious time on laborious manual tasks like sifting through lengthy
excel sheets, scheduling interviews, reconciling emails, and so on.
The below mentioned are the best practice followed by the various industries
1. Measuring hiring quality metrics:

when it comes to finding the right match for an open job vacancy, there are certain
essential factors that cannot be ignored at any cost. These usually include the
candidate’s skill set, educational qualifications, past job experience, and so on. In
addition to boosting your chances of recruiting the right talent, a data-driven
recruitment approach will also facilitate the creation of a robust business recruitment
strategy.
2. Measuring candidate experience:

By identifying specific data points and using analytics, you can determine the factors
that are negatively impacting candidate experience and by considering this companies
can optimize you’re their job adverts and websites for mobile. Doing this will make it
possible for applicants to apply to open job vacancies via their smartphones, thereby
giving a significant boost to candidate experience.
3. Promoting data-backed decision making (A smart recruitment strategy):

The companies may find a candidate extremely charming but that in no way indicates
that he/she is going to be a valuable asset for their organization. For this reason, it is
essential to remove the guesswork and similar bottlenecks from the recruitment
process. Data-based hiring enables recruiters to make insightful decisions so that they
can effortlessly simplify the candidate selection process. They consider the
applicant’s skills, behaviour, and other variables for finding the best fit for the job.
4. Pro data driven approach of recruiting:

By properly adhering to a data-driven approach, businesses can effectively analyse the
total time required to fill open job vacancies in the company. So, once by gaining
access to all the crucial insights, you can make use of the data to identify and fix
blocks across the different stages of the recruitment process which helps to decrease
the total time required to hire will eventually help decrease cost per hire as well.
5. Forecasting budgets based on the available data:

Data-driven recruitment techniques have made it much easier for recruiters to forecast
budgets. By keeping a track on essential HR metrics like annual turnover rate,
movements between departments etc., you can easily come up with a suitable budget
for your company to manage all the costs associated with the hiring process
Industry best practices of “Data Driven Recruiting”
• In today’s complex business environment, technology has made old-school recruitment

methods irrelevant. Increased focus on data-driven strategies, it has become necessary for HR
teams to modify their recruitment process for yielding desirable results,
• Data-driven recruitment allows HR professionals to leverage valuable insights from the

collected data, statistics, and tangible facts so that they can make more informed hiring
decisions without facing any kind of hassle.
• Data Driven Recruiting helps for boosting recruiting efficiency and reducing cost per hire
at the same time. Unlike in a traditional hiring process, you no longer have to squander your
precious time on laborious manual tasks like sifting through lengthy excel sheets, scheduling
interviews, reconciling emails, and so on.
The below mentioned are the best practice followed by the various industries
1. Measuring hiring quality metrics:
when it comes to finding the right match for an open job vacancy, there are certain essential
factors that cannot be ignored at any cost. These usually include the candidate’s skill set,
educational qualifications, past job experience, and so on. In addition to boosting your
chances of recruiting the right talent, a data-driven recruitment approach will also facilitate
the creation of a robust business recruitment strategy.
2. Measuring candidate experience:
By identifying specific data points and using analytics, you can determine the factors that are
negatively impacting candidate experience and by considering this companies can optimize
you’re their job adverts and websites for mobile. Doing this will make it possible for
applicants to apply to open job vacancies via their smartphones, thereby giving a significant
boost to candidate experience.
3. Promoting data-backed decision making (A smart recruitment strategy):
The companies may find a candidate extremely charming but that in no way indicates that
he/she is going to be a valuable asset for their organization. For this reason, it is essential to
remove the guesswork and similar bottlenecks from the recruitment process. Data-based
hiring enables recruiters to make insightful decisions so that they can effortlessly simplify the
candidate selection process. They consider the applicant’s skills, behaviour, and other
variables for finding the best fit for the job.
4. Pro data driven approach of recruiting:
By properly adhering to a data-driven approach, businesses can effectively analyse the total
time required to fill open job vacancies in the company. So, once by gaining access to all the
crucial insights, you can make use of the data to identify and fix blocks across the different
stages of the recruitment process which helps to decrease the total time required to hire will
eventually help decrease cost per hire as well.
5. Forecasting budgets based on the available data:
Data-driven recruitment techniques have made it much easier for recruiters to forecast
budgets. By keeping a track on essential HR metrics like annual turnover rate, movements
between departments etc., you can easily come up with a suitable budget for your company to
manage all the costs associated with the hiring process
Companies using “Data Driven Recruiting”
 HCL: HCL Technologies uses Data driven Recruiting which helps them to analyses a
database of over 5 million candidate and internal employee records, providing hiring
managers and recruiters predictive intelligence to hire right, along with an insight on
candidates. The tool also provides critical insights from a skill gap perspective to
enable talent transformation analytics.
 LinkedIn: LinkedIn was one of the which used data driven recruiting, LinkedIn is a
social networking service allowing its users to grow their professional network. With
the help of data driven recruitment they analysed large amount of data to ultimately
enable business in making smart decisions and recruit a better person for their
company.
 Myntra: They also look after improving their recruiting process by relying on data
driven recruitment and advanced analytics.

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Industry best practices of “Data Driven Recruiting”

 In today’s complex business environment, technology has made old-school

1. Measuring hiring quality metrics:

2. Measuring candidate experience:

3. Promoting data-backed decision making (A smart recruitment strategy):

4. Pro data driven approach of recruiting:

5. Forecasting budgets based on the available data: