Project Description

Data & the Great Rehire: Using Analytics to Power Your Recovery

By Anna Turner
vice president of product

By Carter McHugh
vice president of technology

Do you know if your talent acquisition process is effective?

This is a challenge for employers across industries. They want diverse and talented candidates who are excited and delighted with the recruitment process. Furthermore, they want those candidates to turn into high-performing hires who are set up for success.

But, what if there’s a hold up in your process and candidates find another job while they wait on you? Or, what if one recruiter is so overburdened that they’re running behind, while another has a ton of downtime? Or, what if candidates are so frustrated with your hiring process that they stop buying your products or using your services? Or, what if diverse candidates are applying, but not making it to the interview stage? Would you know if that’s happening?

Using data to identify and solve these problems is more important now than ever. With the Great Rehire underway, there are more available jobs and more competition for talent. Add to that an expected increase in turnover as more than half of workers say they expect to look for a new job in 2021, and employers need to ensure that their recruitment process is functioning well.

In this article, we’ll cover the most common challenges that you can identify and tackle using data.

Applicant Timeline: Where’s the Hold Up?

The applicant timeline is critical to the recruitment process. We know that candidates will drop off if an application takes too long to complete or can’t be completed on a mobile device. Similarly, if they have to wait weeks after applying to hear back about an interview, they may find and accept another job in the meantime. Therefore, the process should be fast and easy to ensure that you’re not missing out on top talent.

Questions to ask yourself:

  • How long do candidates spend in the recruitment process?

  • Where are candidates being held up?

  • Is your process efficient?

Data to gather:

  • Length of time to complete your application

  • How candidates process through your funnel

  • Timeline to engage with candidates

Case Study

Situation: A PeopleScout client knew it was losing a large portion of applicants because of its cumbersome application process.
Solution: PeopleScout developed a shortened, mobile-first application with just 11 questions that takes less than eight minutes to complete.
Results: The application conversion rate rose to 85%, whereas the rate for a traditional application is around 35%.

Candidate Feedback: Are You Asking?

Another key area of the recruitment process you can identify using data is related to candidate feedback. Granted, it is difficult – if not impossible – to understand whether you’re providing candidates with a good experience without asking them for feedback. However, that feedback can be used to identify pain points for candidates and make targeted, informed improvements to your process. Besides, even if you’re not gathering this feedback yourself, candidates will still share their opinions about your process – but they’ll do so on employer review sites like Glassdoor and Indeed.

And, while this may seem obvious, there is still a lot of room for growth. According to a PeopleScout and HRO Today survey, employers reported significant challenges in capturing candidate feedback. For example, in Europe, the Middle East and Africa (EMEA), 39% of employers identified “no formal way to capture candidate feedback” as one of their top candidate experience challenges. In fact, only 26% of survey respondents in EMEA reported that they always asked for candidate feedback, and 44% admitted that they never asked for feedback. Meanwhile, in North America, the numbers are only slightly better. In that survey, 31% of respondents rated “no way to capture candidate feedback” as a top challenge. And, while 32% said they never asked for feedback, only 21% claimed that they always did. Finally, in Asia-Pacific (APAC), 23% of respondents cited “no way to capture candidate feedback” as a top challenge. But, far more employers in the region actually reported that they already collected feedback. In the survey, 46% said they always did, while just 10% said they never did.

Questions to ask yourself:

  • Is my process effectively attracting the best candidates?

  • Are candidates dropping out because they’re frustrated with parts of my process?

  • Am I learning more from my Glassdoor reviews than I am from my own process?

Data to gather:

  • Your ratings on employer review sites

  • What candidates are saying in your surveys

  • Any comments that candidates are leaving

Case Study

Situation: A PeopleScout telecommunications client wanted to improve the candidate experience because they knew unhappy candidates were turning off the company’s service, thereby affecting the bottom line.
Solution: First, candidates were asked to take a simple survey about their experience. Then, PeopleScout analyzed negative responses to identify a lack of feedback to candidates as a consistent pain point.
Results: By implementing a better process for providing candidates with feedback from recruiters and hiring managers, as well as making it easier for candidates to contact the recruiting team, the client’s Net Promoter Score increased by 60 points.

Recruiters, Hiring Managers & the Workload: Is it Effective?

As employers experience the increased hiring numbers and challenges of the Great Rehire, it’s critical to have a process that runs smoothly and is spread evenly among recruiters and hiring managers. For example, if one recruiter is overwhelmed with the number of positions they’re trying to fill while another lags behind, it not only creates frustration between recruiters, but also a poor experience for candidates and hiring managers. Furthermore, hiring surges often begin in unpredictable ways and, without a strong process to distribute work evenly, bottlenecks can occur.

Therefore, it’s important for talent acquisition leaders to have a holistic view of the talent acquisition process to see how many requisitions each recruiter has, how those requisitions are aging and whether hiring managers are satisfied.

Questions to ask yourself:

  • Are we distributing work in the most efficient way?

  • How effective are our recruiter and hiring manager relationships?

  • Are we optimizing hiring manager time?

  • Are some recruiters swamped while others fill few roles?

Data to gather:

  • Requisitions by recruiter

  • Job openings by recruiter

  • Hiring manager ratings of recruiters

  • How requisitions are aging

Case Study

Situation: A PeopleScout client was facing a 50% turnover rate at retail locations and lacked a uniform hiring process.
Solution: PeopleScout created a standardized retail recruitment model and provided consistent OFCCP compliance and standardization. By placing recruiters in regions where the client needed to fill roles, retail recruiters and client area managers were able to develop better and more collaborative relationships.
Results: The client’s technician turnover rate improved by 5% and retail turnover improved by 6%. Hiring diversity also improved by a whopping 40%.

Diversity, Equity & Inclusion: Are You Meeting Your Goals?

Issues surrounding diversity, equity and inclusion are top concerns for employers around the world as they work to recognize and fix disparities in their hiring processes and work environments – and data is an important tool in determining the effectiveness of those efforts. Plus, unintentional biases can show up at different points in the recruitment process, so employers need to determine where the problems exist and whether efforts to improve the process are working.

Notably, an employer without a diverse slate of applicants will need a different solution than an employer that has diverse candidates fall out during the interview process. Specifically, does the employer need to work on its employer value proposition or recruitment marketing campaigns to get more diverse candidates to apply? Or, do recruiters and hiring managers need unconscious bias training to eliminate disparities in scoring candidates?

Questions to ask yourself:

  • Are diverse candidates applying to my positions?

  • If diverse candidates are not being hired, where are they dropping out of the process and why?

  • Are there unintentional biases in my process?

  • Do new hires feel as though my work environment is inclusive?

Data to gather:

  • Candidate self-identification

  • Candidate demographic breakdown through your recruiting funnel

  • New hire demographic breakdown

  • Trending trajectory

  • Hiring manager and recruiter training and awareness

  • Culture surveys from new hires

Case Study

Situation: A PeopleScout manufacturing client in a male-dominated industry wanted to increase the number of women it hired.
Solution: PeopleScout interviewed current female employees to build candidate personas and create a campaign to showcase the women in their workforce.
Results: The campaign launched on International Women’s Day in 2021 with a customized landing page for female candidates showcasing how they were critical to the company’s success.

For a more in-depth look at this case study, click here.

Finding the Right Partner & Technology

As employers take a data-driven approach to improving their recruitment process, it’s essential to have the right technology and strong partnerships to make sense of that data. However, with the right technology, talent acquisition leaders can access easy insights and a single source of truth to drive effective decision-making.

To see how PeopleScout’s Affinix™ Analytics technology manages this, watch a video demo here:

Related Articles

Read additional articles in the Q2 2021 issue of PeopleScout NEXT that focus on New: Strategies for the Great Rehire.