Recruitment analytics are playing an increasingly important role for recruiters and HR managers. With the help of recruitment analytics, you can make better, data-driven choices when it comes to sourcing, selecting and hiring. In this 6-part series, we take you step by step and teach you everything there is to know about recruitment analytics. In part 5 we share five key tools for recruitment analytics.
Many tools can help with recruitment analytics. Some tools help you collect data, tools that can process and present the data and tools that optimize the recruitment process based on the conclusions found in the data. Below are 5 useful tools.
With Google Analytics anyone with a website can find a wealth of information. By adding a piece of code to your website it is possible to learn a lot about the visitors to your website. There are a lot of statistics that are interesting to measure here: acquisition, devices, time on a page, destination pages, location and conversion. Plus, it is completely free.
Compared to Google Analytics, Hotjar goes into a little more detail. But then again, it is a paid alternative. Hotjar does not only register visits from page to page but visits as a whole, including scroll and mouse movements. A lot of information can be extracted from this. For example, you can see which of the two buttons on your contact page a visitor clicks the most, or whether a visitor scrolls all the way down before clicking a link in your menu.
Hotjar has many other advantages besides providing insight into user behaviour at a detailed level. With Hotjar, you can actively ask visitors for feedback on your website.
The use of social media in the recruitment process is nothing new these days. LinkedIn, for example, is used to find and recruit employees. In addition to contact details, you can find information about someone’s skills and interests. With Sourcehub you can search various social sites, including LinkedIn and Twitter. You enter words and phrases that relate to your vacancy. Then you add the skills, the location of the job, the social networks you want to search on, and you get results.
In part 3 of our series on recruitment analytics, we looked at the benefits of a recruitment dashboard in more detail. But we will summarise it again here. A recruitment dashboard is a collection of metrics, key performance indicators (KPI) and reports that give you an overview of the recruitment funnel and process. It answers the most important questions visually, providing immediate insights for future recruitment decisions. To build a dashboard all you need to do is export the data and clean it up. Which is generally quite easy, as most recruitment systems offer the possibility to export data. Besides, visual elements in the form of graphs and charts make it easy to gain insights.
Recruitment System (ATS)
A recruitment system (ATS) is a software application that enables the electronic handling of the selection process. It allows recruiters to sort, track and rank candidates. When candidates apply online, their contact details, experience, educational background, CV and cover letter are uploaded into the database. This information can then be transferred from one part of the system to another as candidates progress through the recruitment process. A recruitment system is not only a source of data but is also used to apply your data.
In the 6 part series, we will take you step by step and teach you everything there is to learn about recruitment analytics. This was part 5.
In part 6 we interview professionals from the data and dashboard world about their experiences with recruitment analytics.
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