Data-Driven Recruiting: Recruit with data instead of gut feeling!

Deriving the recruiting strategy from the business

• Understand and reflect on the relevant recruiting analytics based on the company's objectives.

Stakeholder communication

• Optimization of communication.
• Visualize and communicate data in a way that is appropriate for the target group.
• How to convince executives and hiring managers.

Create effective dashboards

• Maintain an overview and control over the most important recruiting key figures.

Data-based trend analysis

• Recognize current trends and developments in good time in order to make strategic and procedural adjustments.

Using established tools efficiently

• ATS, HRIS, Talent Intelligence, Web Analytics.
• Use these tools to evaluate recruiting measures (e.g. career site, campaigns, referral programs, etc.).

Define relevant KPIs

• Time efficiency: When will the position be filled? Be able to answer this hiring manager question from the specialist department more reliably.
• Cost efficiency: What does recruiting cost? Being able to answer this question in a differentiated manner vis-à-vis HR management and finance.
• Quality of the applicant pipeline: Are the most suitable talents hired and retained?

Cost-benefit analysis

• Based on sample calculations.

Privacy notice

• GDPR-compliant recruiting Analytics and avoiding discrimination.

Use external data sources

• Labor market studies, recruiting studies.
• Job boards, social media listening.

Using predictive analytics

• Making the future more predictable with Google Trends, AI tools and review portals.

Use your own surveys

• Use Candidate Net Promoter Score and other satisfaction measurements to optimize the recruiting process.

Measuring the effectiveness of recruiting channels

• Which channels are used to find suitable applicants?

Optimize the candidate journey

• Understand and improve the application process from the candidate's perspective.

Measure and sustainably improve the performance of the recruiting team