How to Use HR Data to Optimise Recruitment

Recruiting skilled talent often results in escalated costs and time commitments. Increased costs impact negatively on the overall performance of the business. Thus, optimization of the recruitment process is one of the essential steps in the creation of efficient business processes. The recruitment process can be optimized by analyzing HR data. After the analysis of the process, improvements can be made where needed, and higher efficiency and lower costs in the course of the recruitment process will be achieved.  

The following are ways HR data is used to optimize recruitment processes.  

Improve Resources Allocation 

Recruiting for the business makes use of multiple recruitment channels. Each of the selected channels offers different results and has different impacts on attracting the right talent. HR data is used to determine which specific channels give the best results in terms of attracting qualified talent for the business. Once determined, recruitment personnel can increase resource allocation to the effective recruitment channels and eliminate the least effective channels.  

Identifying and Removing Barriers in the Recruitment Process 

In some cases, the barrier to effective recruiting occurs within the organization. In this case, the rate of hiring new talent is slower and creates a barrier for ongoing recruitment. HR data can be used to identify areas that pose a barrier to effective recruiting in the business. Analysis allows for pinpointing of areas delay or inefficiency in the business. Decision about these areas can be made and this will increase the speed of recruiting and consequently reduce the overall business costs. Optimization of the recruiting process through barrier elimination involves creating efficiency before and after the recruitment process.  

Follow-up and Improve Employee Experiences 

Employees are often inducted into an organization after a successful recruitment process. Using HR data, employee performance can be tracked. HR data metrics that reflect employee performance in the first year at work can be useful for the improvement of the recruitment process. Employees joining the business have specific expectations. The expectations are either realized or fail to materialize upon entering and working in a company. This might lead to frustration and a decrease in productivity for a demotivated employee. Using HR data, team leaders and HR managers can determine the occurrence and consequence of demotivation of employees within the business. Demotivation often results in increased inefficiency and ineffectiveness in the organization.  

Information obtained through HR data analysis guides decision making at different stages of the recruitment process. Using HR data moves companies away from depending on luck and intuition in the recruiting process. The results of the recruitment process will have a basis on verifiable data and evidence from employee performance. Eliminating the assumptions in the recruitment process results in better tracking the recruitment results and planning for future activities.  

Chu, J. (2019). 5 Talent Acquisition Metrics to Help Optimize Your Recruiting Efforts. Retrieved from 
Hppy (2019). HR Trends: Optimize your recruitment process with one key action. Retrieved from 

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