There are few junctures in life as critical as the job interview.
A successful job interview with the right company can change everything for someone. Lives can hinge on a job interview.
For an employer, just finding a successful job candidate can offer a reason to celebrate.
When the interview process goes well and the candidate is on track to being hired, the employer comes one step closer to achieving their goals of assembling the right team; ramping up production; and assuring deliverables for customers. All of this can result in increased revenue.
But in order to have a solid interview, companies and potential employees must get off on a good first foot, and this can happen—or not happen—during the recruitment process.
Providing a firm foundation for job recruiting and subsequent interview process, and taking these time-honored traditions into the digital age, is the use of data analytics. Data can be used to generate better job postings; find better candidates; and conduct better screenings. And data analytics lies at the heart of everything that Minnesota-based RecruiterCentral does.
“What makes us special at RecruiterCentral is the way we present competitive intelligence,” RecruiterCentral Founder Luke Doubler said, using another word for data. “There’s so much that can go into a job description. There’s so much that can go into a job title.
“We know exactly what people are making; Why they’re leaving; Who the top employees are; Who the top employers are; We know the best retention strategies.
“We know the dynamics of the workforce—what’s happening in the workforce? How is work from home evolving? If you’re looking for a pulse on the economy, RecruiterCentral, by virtue of us having collected so much data on the job market, from the employee and employer perspectives, will have a comprehensive assessment of it faster than anybody else.”
Data is revolutionizing the recruitment process, which sets the stage for the job interview and, if all goes well, the hiring.
So just exactly how can data streamline all of this?
Recruitment data can help:
- Identify proper candidates. Recruitment data includes details of an applicant’s resume, application, education, work experience, skills, and other relevant factors. An analysis of this data can be used to identify candidates who may be a good fit for the position and company culture, and a pleasant recruiting and interview experience can inspire a job candidate to take the position.
- Analyze candidate behavior during the hiring process. How long did the applicant take to respond to the interview invitation? How long did they take to complete assessments?
- Analyze such metrics as time-to-fill; cost-per-hire; and applicant-to-hire ratio. This data can help recruiters tweak the recruiting and hiring processes to be more efficient.
- Create targeted job advertisements that are more likely to catch the attention of proper candidates.
- Predict future hiring needs based on trends that emerge in the metrics.
“Without hard data, the recruitment process, the interviews, the hiring—it’s all a guessing game,” Luke said. “RecruiterCentral has streamlined the recruiting process, which lays the groundwork for the rest of the process to run smoothly. Our data analysis will assist you in finding the most promising candidates and eliminate wasted time and resources spent on less promising ones.”
Visit www.recruitercentral.io to learn more.
