invest in people analytics tools

For any data-driven talent acquisition strategy to be successful, you must have the right tools in place to collect, store, manage and analyse workforce data.

First, you need a number of tools for sourcing talent data. For example, you may want to source information from candidates’ applications and resumes, various pulse survey results, employee performance reviews, pre-hire assessments and attendance records. You want to track this information for individual employees and candidates as well as for the company as a whole to achieve greater results. Platforms such as Human Resource Information Systems (HRIS) software are a great place to store this type of information.

You’ll also need outside insights, such as trends regarding workers in your specific industry and location. You may need to use a third-party vendor to gather this information. For example, our teams at Randstad collect a wide range of data pertaining to workers’ expectations, behaviours, and motivators, as well as salary ranges and industry trends. We provide these valuable insights to all our Randstad partners. Additionally, you need a way to incorporate business data, such as financials.

Collecting workers’ data points is just the first step. You also need a way to transform this data into meaningful analytical insights. Many HRIS platforms offer limited analysis capabilities. While this is a good place to start, you may want to increase your people analytics capabilities by using both ML and AI technology to provide accurate and predictive analysis.

As a high-volume employer, you may want to hire tech employees who are skilled in statistical data, methodology, formulae and data science. This step prevents you from being limited to what HRIS software offers and allows your company to tailor your people analytics strategies to meet the unique needs of your company and to alter this strategy as your company’s needs shift.

prioritise tech and touch

People acquisition analytics data can be a powerful tool in the recruitment process, but it can’t replace the human element. It’s critical that you don’t lose track of the fact that candidates are more than just data and statistics. The good news is that the combination of ‘tech and touch’ can drive great results for sourcing, attracting and onboarding candidates.

For instance, salaries are the number one motivator for workers changing jobs. However, this doesn’t mean that every candidate you extend a job offer to will rank salaries as the most important part of the compensation package. Some workers may value other benefits, such as flexible scheduling or wellness benefits, more. It’s important that you see each candidate as a unique individual so you can better understand their needs and expectations. This way, you can highlight the benefits that really matter and entice them to accept the job offer.

partner with an HR services company

We understand the talent challenges businesses are facing today, especially those with high-volume demand. To help alleviate some of these stressors, Randstad provides end-to-end recruitment solutions, including sourcing, recruitment, onboarding, training and workforce scheduling. As always, our client solutions are completely customisable so you can determine exactly what aspects of the recruitment process you want our teams to handle and what parts you want to keep in-house.

Our teams have a complete understanding of people analytics and the value it brings to the recruitment process. When combining your company data with our worker insights, we can help you create a recruitment process that allows you to identify, attract, engage and onboard skilled candidates who are a great fit for your team. Thanks to our massive pre-vetted talent pool, we can speed up the time-to-hire process to ensure shifts are filled with qualified candidates.

Are you ready to implement a people analytic strategy in your company? Download our step-by-step guide for using data to build a recruitment process.

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