Recruiting Solutions

How are Data Analytics and Great Recruiting Similar?


Data analytics incorporates a technology-based methodology that effectively analyzes essential data facts.

Great recruiting also incorporates a methodology that effectively analyzes essential data facts.

Neither is easy. Both are required. The objective is to find the most exacting and relevant information to help provide the most precise outcome.

As we access an array of use cases specific to how analytics apply, we all know that it’s not technology alone that meets the need. The ability to maximize results and increase the opportunity to find what you’re looking for involves the implementation and execution of technology, process and subject matter expertise. What any stake holder is ultimately after is to find the true essence of the data, and to obtain transparency about the data. Then the results, goals and mission can be truly realized.

When one effectively recruits, transparency is essential as well. And I repeat, when we effectively recruit. When it comes to recruiting, the definition of “effective” is to know and understand the needs and wants of both the employer and candidates and honorably work towards a stated and understood common goal. As with data analytics, this requires a clear vetting process, the expertise of a subject matter expert (in this case, a recruiter who truly understands the space) and of course, technology to keep information organized.

It is imperative for the recruiter to understand not just the objective needs of both parties; equally important are the subjective requirements around culture, market position, preferences, philosophy, strategy, experiences and expertise. What makes the vital difference is when a recruiter can professionally guide the process and in doing so, offer clients and candidates real transparency. With great recruiting, this is what is provided.

Sometimes, even with great recruiting, clients decide not to hire, or candidates decide not to take proffered positions. While the ultimate goal is to find the right fit, an aspect of this is the identification of non-fits, even if the decision is unilateral. When the best data is gathered, facts are effectively analyzed and transparency is offered, then the right decisions are made.

How would having direct insight and granular information about a candidate or employer help you find the career fit you are seeking to secure?



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