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How can you use workforce analytics to improve your recruiting?

Effective recruitment lies at the heart of driving business success, as the ability to attract and retain top talent directly impacts an organization's growth and competitiveness. In the dynamic landscape of the Asia-Pacific region, where businesses operate in diverse markets and compete for a limited pool of skilled professionals, the role of workforce analytics in transforming recruitment processes has never been more critical. 

By leveraging specific metrics, such as time-to-fill, cost-per-hire, and quality of hire, HR professionals and business leaders can gain valuable insights to improve attraction strategies, enhance retention efforts, optimise cost management, and ultimately achieve better recruiting outcomes. Explore the transformative power of workforce analytics and learn how data-driven approaches can unlock the full potential of your recruitment below.

Understanding workforce analytics and recruitment metrics

Recruitment metrics are specific data points that measure the effectiveness and efficiency of the hiring process. These metrics can be used in many ways to improve your recruitment processes and help you make better hiring decisions. Key recruitment metrics that can be analysed include:

•    Time-to-Fill
Measures the overall efficiency of the hiring process helping you to minimise potential revenue loss due to prolonged vacancies.

•    Cost-Per-Hire
Provides insight into the cost of acquiring new talent giving you greater control over your recruitment budget.

•    Quality of Hire
Assesses the overall impact and performance of newly hired employees, showing how good your hiring process is at securing candidates with the right skills who also align with your culture, values, and goals.

•    Applicant Sources and Channel Effectiveness
Provides crucial data on the origin of candidates and the performance of different sourcing channels. 

•    Candidate Experience
Gauges the overall satisfaction and impression candidates have of the hiring process, directly influencing employer branding and reputation.

5 ways workforce analytics can improve your recruitment

Workforce analytics works by taking those metrics and using the data provided to give you insights into how well your recruitment process works. Those insights can then be used to help you improve and streamline your hiring by:

1.    Identifying effective sourcing channels
By analysing historical data, you can determine which platforms or channels have yielded the highest-quality candidates and optimal conversion rates in the past. This data-driven approach enables you to allocate your resources more efficiently and invest in channels that produce the best results. 

Workforce analytics can also help make your sourcing more effective. Allowing you to create targeted job advertisements tailored to specific candidate preferences and characteristics, resulting in improved attraction and engagement. 

2.    Measuring candidate engagement 
Through data-driven tools and metrics, you can easily track candidates' interactions with your recruitment process, including website visits, application progress, and response times. These insights enable you to identify bottlenecks and points of friction, streamlining the candidate journey for a more seamless experience. 

Analytics can even help gauge candidates' sentiment and feedback, providing valuable information to enhance communication and responsiveness. By using workforce analytics in this way, you can foster stronger candidate engagement and build a positive employer brand that appeals to top talent.

3.    Lowering recruitment costs
In today’s climate getting the most from your resources is paramount. You can use workforce analysis to focus your efforts on channels that yield the best results, reducing unnecessary expenses. Reducing time-to-fill is another key aspect of reducing costs, as prolonged vacancies increase cost-per-hire. 

Analytics help pinpoint bottlenecks and streamline the hiring process, reducing time-to-fill and associated expenses. Finally, using data insights to optimise your recruitment budget allows for smarter allocation of funds. Maximizing the impact of every recruiting dollar spent. Leveraging workforce analytics in these ways helps you achieve significant cost savings while maintaining the quality of your hiring efforts.

4.    Improving retention
You can use workforce analytics to go beyond simply identifying the factors that influence.  turnover such as low engagement, inadequate career growth opportunities, or issues with management. Analysis of those metrics allow you to take targeted actions to address these specific pain points proactively. But they also allow you to forecast potential retention risks among employees. Armed with this information you can take preventative measures, such as implementing targeted retention initiatives, offering competitive compensation packages, and creating a positive work environment to reduce the likelihood of losing valuable talent.

Used properly workforce analytics can also be used to implement personalised employee development plans. By analysing individual performance data, skill sets, and career aspirations, you can create tailored growth opportunities for your employees. This data-driven approach not only fosters job satisfaction but also aligns employees' personal and professional goals with the organization's objectives. Making employees feel valued and encouraging talent to stick with you, long-term.

5.    Driving better recruitment outcomes
Analytics can significantly enhance recruitment outcomes and result in better hires. To achieve this, businesses must align recruitment metrics with their organisational goals, ensuring that the hiring process focuses on specific skills and qualities that drive success within the company. 

Data can also play a critical role in making informed decisions during recruitment. By analysing candidate information, performance data, and historical hiring trends, you can identify the most suitable candidates and assess their potential for long-term success. 

Overcoming challenges to adopting workforce analytics

Successfully implementing a data-driven approach to recruitment can be challenging, especially if you haven’t invested in workforce analytics before. Some common barriers to implementing workforce analytics in recruitment include:

•    Data Accessibility
Difficulty in accessing and aggregating relevant workforce data from disparate sources can hinder the analysis process.

•    Lack of Skills and Expertise
HR professionals may lack the necessary data analysis skills to effectively interpret and use the data.

•    Resistance to Change
Existing recruitment practices and traditional mindsets may resist adopting data-driven approaches.

However, a recruitment partner like JacksonGrant can help you navigate these challenges by providing expertise in data analytics, HR technology, and tailored strategies to optimise your recruitment processes such as:

•    Providing training and upskilling opportunities to HR teams in data analysis and interpretation.

•    Gaining support from top management to encourage a data-driven culture and investment in analytics.

•    Investing in advanced HR technology and analytics tools to streamline data processing and analysis.

70% of businesses are already investing in workforce analytics for HR and recruitment. With our assistance, you too can harness power of workforce analytics to make better hiring decisions and achieve recruitment success.

As Thailand's leading engineering and technical recruitment agency, we can support your expansion into Thailand and Southeast Asia and help you hire experienced, technically proficient, English-speaking candidates.

Learn more about JacksonGrant’s innovative service offering or get in touch to discuss your requirements.