What are the top three issues in your recruitment process? Could you identify them if someone asked you that question today? If the answer is yes, great! Let’s move on to how you can fix them. Many clients come to Broadbean with a clear idea of what they want us to do, but few have a clear idea of what or how they want us to fix it. If you aren’t aware of the issues in your company, it’s highly unlikely that any set of data, no matter how prettily packaged, will help you find them. Best advice on recruiting business intelligence? We’ve got it right here along with helpful tips on how to apply it to your business...
"Nobody’s got protocols for 47 data points.” - Dominic Barton, COO of Broadbean
Pick a few (less than 5) identifiable issues in your company. Then get as many people in the room as you can to decide what you will do to fix them if the data proves you correct. Maybe your business has issues around candidate experience bottlenecks, or you think your job board spend could be more targeted, or that some of your recruiting team isn’t pulling their weight in the sourcing department. No matter what issues you believe to exist, you should come up with the plan to FIX them before you confirm your thoughts. Why? Because there’s no sense in confirming the worst and standing by helplessly, unable to fix it. That is a waste.
To Do: Make a list of your top three to five recruiting issues, possible sources and how you’d fix them.
“Optimizing customer experience and economic value in today's world inevitably requires sharing data across enterprises. Naïve approaches to this -- 'just send us your full transaction file nightly' -- fail miserably for operational as well as privacy and security reasons.” - Phil Steitz
Manage your data partnerships. You run the risk of losing control and value in your business intelligence when you take a hands-off or completely outsourced approach. Proprietary systems are fantastic, for the proprietor. Analytics providers do not understand your business. Yes, that includes us. We operate based on what you tell us. The only people who can be experts in your business are those inside it.
To Do: Decide what being a data-driven organization really means. Take your “issue list” and work backwards to identify what business (not just talent) challenges you are trying to solve.
"Decision-making must now include both business intelligence from within the enterprise and external candidate data. In other words, the enterprise must become familiar and even rely on, data outside its control.” - RelinkLabs
There’s a whole lot of conversation about the data or intelligence available to HR, and sometimes it seems external data isn’t part of the equation (and it should be!) After all, business intelligence takes outside factors like the economy, industry averages and marketing forecasts into account. Talent Acquisition has to rely even more on outside data in order to make decisions. When we built the Candidate Sourcing Platform (CSP) we pulled in external data to complement the internal candidate data. Competitive intelligence like standard salaries, companies with similar open jobs, social accounts, job board performance, number of candidates in the specified search area and knowing which other regions that may have qualified talent can all have an effect on how you recruit talent.
To Do: Build a database of external data for your recruiting team to access. Pay attention to how your strongest competition is recruiting and communicating about their culture and elevate those tactical pieces of your strategy as well.
"By getting the right information at the right time, organizations can dramatically improve their impact.” - Michelle Wallace
Some core analytics you will need every day. These are tactical metrics that keep the temperature of your recruiting function. If you have the right data team in place, you can use ad-hoc analytics on the side of a comprehensive data strategy. We’ve talked elsewhere about muddying the waters of data, and the same principles apply here. In fact, often one of the barriers for getting buy-in, enterprise wide for a recruiting business intelligence platform, is that people need to see TOO MANY NUMBERS. Understanding which metrics need to be separated from the strategic conversations can help in change management if you’re looking to build out a big data function in your organization.
To Do: Separate your Daily “need to knows” (recruiter activity, social clicks/shares, job board views) from the larger recruiting issues that you need strategic intelligence to decipher (annual or quarterly pipeline, recruiting effectiveness, compensation reports) and find the right solution for each.
Have anything else you think should be added to this list for 2015?
Tweet at us @BroadbeanInc and let us know!