How Match Analytics can help in your Recruitment Process

No matter what business you’re running, recruitment and selection processes are elemental to running the business. How effective and efficient you make the process is dependent on how well you put your resources to use performing specific tasks. If you are spending a lot of time and pouring money into hiring without drawing in good talent, then it’s time to think about introducing match analytics in your selection strategy. It does wonders when applied in talent acquisition.

In order to use your time, resources and money in the most efficient way, you’ll have to introduce technology in the recruitment process. This will also ensure that you get your hands on the best candidates.

Recruitment analytics can help in choosing candidates with the skills, education, and experience that are required for a particular job position, and sort through the created talent pool more effectively. This process can be further simplified by using match analytics in combination with an applicant tracking software, such as Odoo’s recruitment module, which automatically creates talent pools and rankings of top applicants. A data-driven applicant tracking system time-to-hire and improves the organization's bottom line.

Data and analytics help the recruitment team in eliminating the guesswork out of the process and they don't have to rely on their gut feeling to make appointments with applicants. The final hiring decision however comes back to the team as personality attributes and fit of the candidate are just as important as skill set, but analytics saves a lot of time by narrowing the field down from numerous candidates to the few most suitable. This frees up the HR team from the screening exercise to focus on interviewing and placing workers .

To summarize recruitment analytics provides the following key improvements in your recruitment:

  1. Your company can use analytics to streamline and quantify the face-to-face interview process, enhancing your chances of sitting down and talking with a potential hire instead of scheduling interviews with applicants who are less fitted for the position.

  2. Streamline the company’s sourcing will yield better, more efficient hires improving the company’s day to day operations.

  3. Knowing what kind of skill sets and personalities are required for a job you can hire great employees on the get-go. Which means you don’t have to find a replacement in the future but can just focus on how you can retain the existing employees.

  4. Involving analytics is cost effective as it cuts down inefficiencies in the hiring process. 

    Talent acquisition in a post-COVID world