<h1 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Recruiting or recruitment analytics are an essential part of the hiring process. These analytics are data-driven that lead to finding, choosing, and hiring the right candidates. A much-needed solution to prevent bad hire costs!</span></h1>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Technology optimizes everything and discoveries keep increasing with time. Recruitment too has jumped on the bandwagon. Now, recruiters use data and analytics technology to reach the best candidates. We can say that the experts at analyzing recruitment data are surely going to rule the future.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Having said this, using analytics for recruitment is not a smooth process. If you're looking for a complete guide to optimize recruitment, you've landed on the right page.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">What is recruitment analytics? </span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">It is important to understand what recruitment analytics is to go any further. Recruitment analytics is the interpretation of past data and patterns in the recruitment process. This data is studied carefully to understand the connections between variables. This analysis helps in making decisions for improvements in the recruitment process. Organizations that do not have expert analysts hire data analytics recruitment agencies for this job.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> </span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">So, what are the recruitment data and their roots?</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> </span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Well, data are the figures and statistics gathered from recruitment activities. These activities include candidate sourcing techniques, channels to find candidates, onboarding practices, etc. It can mainly be obtained from sources like,</span></p>
<ul>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><strong><a href="https://www.ismartrecruit.com/blog-hris-vs-ats"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Applicant Tracking Systems (ATS)</span></a></strong></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><strong><a href="https://www.ismartrecruit.com/blog-hris-vs-ats"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Human Resource Information Systems (HRIS)</span></a></strong></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Satisfaction survey forms etc.</span></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><a href="https://www.creatio.com/page/what-is-crm" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Customer Relationship Management Software (CRMS)</span></a></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Advertising websites to study click-through and </span><a href="https://www.nextwavehire.com/blog/explaining-conversion-rates-in-hr-what-they-are-and-why-they-matter#:~:text=Conversion Rate is simply the,have a 15% conversion rate." target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">conversion rates</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">.</span></p>
</li>
</ul>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">However, the data collected from these sources are raw. But, when the data is analyzed, recruitment data analytics are formed. Studying those recruitment analytics, HR makes decisions about any required changes.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">What is in it for you?</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">As an employer, you know qualified candidates do not remain jobless for long. But tracking the right candidates is a challenge. It is where recruitment analytics plays a game-changing role.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Recruitment analytics tools facilitate in answering all the surfacing questions such as</span></p>
<ul>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">What are the common traits of qualified candidates?</span></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Which is the best channel for candidate sourcing?</span></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">What is Cost-per-hire?</span></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Which HR software gathers better results?</span></p>
</li>
<li dir="ltr" aria-level="1" data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">
<p dir="ltr" role="presentation"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">What is the common failing phase of the candidates?</span></p>
</li>
</ul>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Recruitment analytics give an organized answer to these questions. So, the next time you're stuck in managing recruitment, use the data to overcome confusion.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Key metrics in recruitment analytics</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">We now know the usefulness of recruitment analytics. Next, we will discuss some of the key metrics in recruitment analytics. These metrics are studied to form the predictive analytics that directs your recruitment actions.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Time-to-hire</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Time to hire begins the day you know an employee is about to leave and ends when you fill the vacancy. Time-to-hire data tells how long it takes to hire employees that indicate your effectiveness at talent acquisition. According to </span><a href="https://www.slideshare.net/pedrooolito/linkedin-global-recruiting-trends-report-2017" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">LinkedIn</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">, the time to hire ranges from a few days to four months depending on different industries.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Cost-per-hire</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">This indicates the costs incurred for hiring each candidate. No employee is hired without spending money. Recruiting software, advertisements, travel costs, and interviewee accommodations are some of the costs that your company bears. This data helps you in budgeting and taking actions to increase </span><a href="https://builtin.com/recruiting/employee-retention-rate" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">employee retention rates</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Source of candidates</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">There are multiple sources that you receive CVs from such as your website, social media, walk-ins, etc. But, how can you figure out which is the best source of hire? You can know it by learning the source of the candidate's data. It tells about the most useful platforms of candidate origin so you could utilize them better and drop the rest. Stats tell that </span><a href="https://socialmeep.com/blog/infographic-the-social-recruiting-pocket-guide/" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">89% of recruiters found potential candidates via LinkedIn</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> surpassing Facebook and Twitter.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Number of applications per position</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">For each job position, you receive multiple applications. This metric tells the exact number of applications you get for each job. Sometimes you receive more applications for a certain vacancy while other times you receive less. This metric will help you tweak your job descriptions for higher click-through rates. Did you know? Corporates on average receive</span><a href="https://www.glassdoor.com/employers/blog/50-hr-recruiting-stats-make-think/" target="_blank" rel="noopener"> <span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">250 resumes per job opening</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Number of clicks on a job advertisement</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">It indicates the number of candidates who were attracted to your advertisement and clicked through. It helps in applying the </span><a href="https://www.smartinsights.com/traffic-building-strategy/offer-and-message-development/aida-model/" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">AIDA model</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> more effectively to your job ads so more qualified applicants reach out to you.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Application completion rate</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">This indicates the candidates' rate of completing the job applications. If there is a high completion rate you're safe but this might turn low too. A low completion rate indicates that not every applicant who started off completed the whole process. Did you know? The </span><a href="https://www.recruiter.com/i/transform-your-recruiting-strategy-by-taking-a-look-at-the-numbers/" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">average application completion rate is 10.6%</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> which drops further if it takes more than 15 minutes to complete the process. There could be reasons such as technical fault, unethical questions, slow loading issue, mobile-unfriendly browsing, etc. Analyzing this metric will help you fix the bug.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Levels of recruitment analytics</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Recruitment analytics consists of three stages where you comprehend the scattered data. No, HR recruitment analytics is not as simple as it looks but requires operational reporting, advanced reporting, and predictive analysis.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Stage 1: Operational reporting</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Remember the metrics we mentioned above? Here are where they come in handy. The metrics such as time-to-hire, cost-per-hire, source of candidates, etc. come from recruitment analytics software like ATS. You then describe and report the data. It is a basic and easy-to-go step without extra complications.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Stage 2: Advanced reporting</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">In this stage, you use multiple sources to extract the data. For instance, if you need to know about the recruitment costs you will observe cost-per-hire, source of hiring that is expensive and useless, etc.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">By studying different data sources, you support the findings by facts resulting in minimum chances of errors.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Stage 3: Predictive Analytics</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">In this stage, you analyze the data you gather that represents predictive and strategic analysis in recruitment. Studying the data, you formulate strategies that help in improving the outcomes. Similarly, predictive analysis helps in predicting future requirements and planning accordingly.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> </span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">NOTE:</span><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> The recruitment analytics may give a good sense of how things function but are not cent percent reliable. It may be affected by uncertain scenarios. You need to plan carefully and form backup plans for unpredictable outcomes.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">How can you use recruitment analytics to optimize candidate experience?</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Candidate experience is formed through multiple dimensions. Hence, you need to focus on different factors as they are what determine your future productivity. Recruitment analytics plays a huge role in optimizing the candidate experience by giving a clear picture of how the candidates interact with your organization.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">When the data is summarized you know your strengths and weaknesses. It is better to retain your strong points for a competitive edge.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">However, data analysis is one thing but how you respond to the surfacing issues in recruitment is what makes the process efficient.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Focus points in recruitment analytics to optimize the candidate experience</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">We know that there are multiple factors in recruitment analytics and it is not easy to focus on the details as they might distract you from your path. But, some factors will help you cover all the facets. These are as follows.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">The success of your job advertisements</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Your ad insights tell you about your advertisements' reach to the potential applicants. These analytics give you a clear view of how your candidates process your job ads. These insights tell you about the click-through rates, bounce rates, completion rates, etc.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">You can then make changes to your job ads by including what the candidates are looking for and excluding the unwanted details.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Performance of your career page</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">If you have a good brand name it means applicants regularly check your career page for any vacancies. Even if not, the career page is the doorbell to your organization. If it is working well the candidates will stay otherwise they would jump to the next organization. Additionally, </span><a href="https://www.glassdoor.com/employers/blog/salary-benefits-survey/" target="_blank" rel="noopener"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Glassdoor reports</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">, 35% of job seekers visit your career page to look for job openings.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">You need to keep track of the site speed, application process, mobile-friendliness, etc. of your career page. Recruitment analytics will tell you everything in detail. Make sure your career page is performing well so you get quality applications in less time.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Your candidates</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Knowing who your candidates are is very important. Where are they coming from? Which sites are they using the most? Which device are they using to apply? All these details in the recruitment analytics will help you adapt well to your applicants' needs.</span></p>
<h3 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">The best source of applicants</span></h3>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">When you know the sites that most of your candidates are coming from your job becomes easy. So, give more attention to those sites. For instance, if your recruitment analytics tell that most candidates reach you through Facebook, you then need to </span><a href="https://adespresso.com/blog/facebook-job-postings-guide/"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">make attractive job posts</span></a><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor=""> accordingly.</span></p>
<h2 dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Recruitment analytics in brief</span></h2>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">To sum it up, recruitment analytics is your road map to attain your organizational goals. It helps you examine and analyze key metrics that tell how well your recruitment process is functioning. Furthermore, you get to know your recruiting strengths and weaknesses that help improve the recruitment process leading to quality hiring.</span></p>
<p dir="ltr"><span data-darkreader-inline-color="" data-darkreader-inline-bgcolor="">Constantly track your recruitment analytics to leave no stone unturned in making your organization productive. You just cannot skip any stage if you want the best outcomes. Yes, it takes time and effort but it is worth it. Don't hesitate, just use recruitment analytics and see the benefits yourself.</span></p>