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A data-driven approach – first step to a world-class candidate experience

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A data-driven approach – first step to a world-class candidate experience

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It was not that long ago that a recruitment strategy looked quite different. Think bulletin boards and newspaper ads. Then Internet came and suddenly a lot of data insights were made available.

All of us recruiters are facing the same issue of having a lot of data, but not a clear and efficient way to use it. Thanks to new technologies, collecting data on our candidates has never been easier. But there’s still a lag in how that data is processed and put to use. 

At Enfo Talent Acquisition we took a decision to change this. As we are dedicated to create a world-class candidate experience, we chose a data-driven approach. A decision to not make the wealth hidden in the insight data simply go to waste.

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Enfo Talent Aquisition - Kiira Planting

Anything in business that’s based on a gut feeling rather than logical and reasonable decision-making has a chance to backfire

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Kiira Planting

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Talent Acquisition Manager, Enfo

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Before we started our data-driven approach a lot of decisions were based on gut feelings or emotions, there was a lack of knowledge into what channels or methods worked best. Quality data is the difference between making informed decisions or going in blind. To enable data-driven decisions, everything must be meticulously recorded. If your data is incomplete, then you end up with an incomplete picture of potential candidates and their experience. Any decision you make with incomplete data is going to be inaccurate more often than not.

Our data is not only enabling us to constantly improve the dialogue with our candidates but also allowing us to trace metrics such as cost-per-reach and the quality of our sourced candidates across various channels. This allows us to improve our services and make them more efficient. Simply do more of what works and less of what doesn’t.

How it works in practice?

Data from various sources such as social media, our webpage and recruitment system is collected and made available to the whole recruitment team via live, interactive reports in MS Power BI, enabling all recruiters to monitor their processes and most importantly act on the insights. For example, this allows us to adjust a job ad on an early stage if we see it not driving traffic or converting.

I usually view the report on the bus on my way to work. Than I know exactly the status of my recruitment processes and if something should be tweaked to increase the outcome before I even reach the office. 

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Sanna Tolmé

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Talent Acquisition Coordinator, Enfo

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Additionally to the live tracking, carefully chosen KPI:s have been set up to improve the candidate experience also in the long term. For example, metrics such as bounce and conversion rate gives us a hint on what kind of job ads are appreciated by our candidates. And a simple metric such as gender division when it comes to visits enables us to understand if our long-term goal, attracting more women to the industry, is improving.

But nevertheless, also the job satisfaction of our recruiters has improved. Being able to track the results of their hard work makes them proud of what they have accomplished – in hard numbers.

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Enfo Talent Acquisition - Vilma Jokinen

Me doing a great job is no longer only a gut-feeling, I can now also prove it in numbers.

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Vilma Jokinen

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Talent Acquisition Coordinator, Enfo

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Whatever your company does, it’s very likely that you’d benefit from a data-driven approach in recruiting. Whether it’s for improving new hire quality, decreasing hiring costs, or simply creating a better recruitment process, there are a lot of different strategies you could derive from the right data. All you have to do is jump right in and start experimenting! If you need some guidance on the way you are more than welcome to reach out to our Enfo Analytics team.
 

Dorotea Gawek, Head of Talent Acquisition and Employer Branding at Enfo
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