If there’s one constant in the HR community, it’s data. Between your ATS, your CRM and your media providers, you have literally reams of information to sort through and interpret. However, all of these tools and services are typically purchased and supported through multiple vendors and were never really intended to work together.
That’s a big problem when you’re trying to gain a top-level perspective. In most cases, these systems are siloed and interpret data independently, i.e., media data is measured one way, website visits another. So, when you want to see how everything is working as a whole, you wind up comparing apples to oranges and trying to make educated guesses – and not always accurate ones.
Getting it together
As we’ve said before, digital transformation has changed just about everything in the HR universe. There are now technologies available that are capable of bringing all this underleveraged information together, allowing you to look at the big picture, piece by piece and plan your strategy accordingly. Data integration makes it possible - and the benefits impact everyone from recruiters, to talent acquisition leadership, hiring managers and even the boardroom.
Have no fear
It’s probably safe to say that most recruiters don’t have a technology or data analysis background, so you might be thinking that, even with consolidated data, there will still be a need (and an individual on hand) to interpret it.
Our advice? Relax.
Today’s unified analytics platforms largely do away with the confusing “spreadsheet-style” approach and render the data into graphics, charts and side-by-side comparisons that make it simple to spot trends and make decisions based on facts, not hunches.
With a minimal amount of initial hands-on support, you can use a unified data analytics platform to – for example - see how a particular media campaign affects website visits or how many people were captured in the CRM. You can track the performance of creative executions (which one’s the top performers and which need to be optimized) job alerts and even know the browser, device and screen resolution your candidate is using.
A baseline to predict and compare
Say there’s a specific role you’ve recruited for in the past. Although the data captured across various platforms might provide a rough idea about the total number of applicants and hires across all job categories, this information is not segmented or job-specific. A unified platform (such as Symphony Talent’s X-Cloud) aggregates all the data to make it possible to quickly see the historical data for a specific role’s
- Time to close
- Time to hire
- Number of applicants
Having this information at your fingertips lets you accurately predict outcomes and set realistic expectations. So, when a hiring manager with an open position has questions about how long it will take to bring a candidate on board, you have reliable data that helps both of you plan next steps.
And if the current opening is trending against expectations, you’ll be able to delve into the “why’s and how’s,” proactively adjust your hiring strategy, resources and even your messaging to turn the situation around.
In future blogs, I’ll be looking at how data analytics can also be a boon to your candidates, the Talent Acquisition team and even the C-Suite. In the meantime, I encourage you to find out more about how X-Cloud and other Symphony Talent products and services can help you gain a competitive edge.