Recruiting looks at the short-term needs of an organization. HR recruiters work to fill immediate positions with the best possible job candidate. This is not an easy task in the 21st century. The Society for Human Resource Management summed up the current situation succinctly: “Fewer applicants, more jobs force recruiters to get creative.” HR managers face a job landscape in which the job openings grow, and the number of qualified applicants shrinks. Recruiter Nation Survey from Jobvite, which found that 74% of the 800 recruiter respondents said that hiring, will become more competitive in 2020.
Business intelligence is a set of tools which enable a company first to collect and then present business data in a graphic form either as a chart, a map or a dashboard, etc. What makes business intelligence unique is that it does not analyze the data for you. Instead, it allows you to understand the condition of your business yourself. By visually presenting data, business intelligence tools make it easier to understand the problems your company might be dealing with, spot new opportunities and make more accurate business decisions. You can read more about how business intelligence works in general here.
Steps to improve recruitment with business intelligence:
Speeding up the process is key to successful recruiting. Today’s job applicants are used to texting with everyone. HR recruiters who text can reach applicants faster, especially if they are already working. While it may not completely replace email or phone calls, it may be especially useful for setting up meetings.
Finding the “perfect candidate” is no longer an option. HR departments must now find the best possible person, often in tight time frames and in a situation where the job candidate likely has other offers. Both HR recruiters and leaders in the department with the vacant position may want to consider relaxing their positions on issues such as:
-Years of experience.
-Knowledge of specific systems.
It may also be beneficial to give credit to such “non-traditional” educational areas as self-training, online education, certificate programs and experience.
Highlight workload priorities
Business intelligence tools are great to measure the qualifications of candidates and track the performance of already employed workers, but they also improve the performance of the HR department itself. When experiencing work overload, HR specialists and recruiters can easily priorities their tasks by defining multiple stages in the recruiting pipeline and thus segregating duties. This way, you can improve both your performance and candidate experience.
Developing talent already on staff is such an important part of filling short-term openings that Deloitte dedicated an entire chapter to the subject in its 2019 Global Human Capital Trends report. The report notes that 45% of the organizations surveyed said employees do not have enough information on internal job openings. They also note that it does not need to be a perfect fit, but rather an opportunity for a talented worker to grow. It’s less costly to train a current employee than hire a new one.
Manage Your Reputation
It’s vital to ensure that any negative comments about your company online are addressed. Every potential employee will look at online job sites to determine whether your organization is one they want to work for or if they want to move on to other options. It’s important to not let negative comments impact your ability to attract talented workers.