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How evidence, not big data, can improve your recruitment

Promoted by How evidence, not big data, can improve your recruitment

First and foremost, I’ve got to get something off my chest - I hate the term ‘big data’. I’ve never used it before and probably won’t again. In that respect at least I suppose I’m quite unique. Big data has been hallmarked as a 2017 top trend by a number of talking heads. But I don’t think it is anything new.


Here’s why I’m at odds with big data: because ‘big data’ just a buzzword for something that humans have known for hundreds of years: The more evidence you have, the better.

When Isaac Newton discovered gravity, he didn’t just base his entire theory on one apple. He noted that every apple- and indeed everything- was affected by gravity, and he didn’t call his findings big data. He called it evidence.

Evidence is sensible, dependable and measurable. Collecting evidence in the age of the internet is easier than ever before- many sources publish statistics free of charge. When you combine this with your own analytics, you can create powerful insights on which to base your recruitment strategy. More to the point, basing your online recruitment strategy on evidence seems a lot less daunting than using ‘big data’.

Here are a few ways you can use evidence to inform your candidate attraction strategy.

CANDIDATE SOURCE

Keep a track of candidate source is nothing new. It informs budget, ROI and your overall candidate attraction strategy. The 2016 Candidate Attraction Report provides a unique insight into the state of candidate attraction channels – like job boards, social media, talent pools etc. segmented by industry. The report is freely available and you can use the findings to cross reference you own experience and statistics. Using evidence from these two sources can give you clear insights on your candidate attraction strategy.

CANDIDATE ENGAGEMENT

How many pages do your candidates view on your website? And crucially, which pages do they view? Are they interested in employee benefits, or the company history? Tracking candidate engagement helps to build evidence about what motivates your candidates to apply. These statistics also provide a good benchmark on which to inform your findings.

CANDIDATE SATISFACTION

Sending candidate satisfaction surveys to both successful and unsuccessful candidates means you can build a truer picture of your candidate experience. It’s handy to be able to record all of this information in your recruitment software as well. One way to do it is through an e-forms solution.

Obviously, we’ve focused here on three of the most important candidate metrics- but there many more ways to build bodies of evidence to inform your recruiting. It’s time to start think about ‘big evidence’ if we want to get big insights to help guide big decisions. That’s big enough for now!

 


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