Recruiting Has a Data Hygiene
Problem
According to job description
software firm Datapeople, recruiting
analytics isn’t a visualization
problem, it’s a data hygiene
problem. Fortunately, data hygiene
is manageable, the company says.
Finance teams have QuickBooks, while
sales and marketing teams have
HubSpot, So, why don't recruiting teams
have powerful platforms for data
collection and analysis like other teams
do? The reason is that data hygiene is
more complicated in recruiting.
Data hygiene is tricky in recruiting
because there’s no industry standard,
so every organization develops its own
processes. Many companies use ATSs
to keep records of their recruiting
efforts, but they don’t practice good
data hygiene.
Some hiring teams manage job requisitions in
the ATS, but they don’t manage candidates.
They collect resumes under one requisition
and then move qualified candidates to another
requisition. This severs the connection
between candidates and the original job post,
making it impossible to measure.
ATSs do a great job of recording data, but they
don’t analyze the data. In that way, they’re
similar to an accounting ledger. Just because
someone has QuickBooks doesn’t mean they
can forgo an accountant. They still need to
translate their financial information into
something meaningful.
The same is true for an ATS. Hiring
teams have a lot of recruiting
information in their ATS, but they still
need to translate it. Mostly, that
means organizing it so hiring teams
can see the metrics that matter most.
Hiring teams need either an analyst or a
platform that can organize their recruiting
data into usable dashboards. While bigger
organizations have the resources to invest in
analysts, most do not, so smaller teams
need something that can sit between their
hiring team and their ATS.
Another wrinkle with ATSs is that, while
they’re great at recording process, they’re
also flexible. Flexibility enables hiring teams
to design their own bespoke processes for
candidates. But flexibility also makes
measuring and understanding performance
harder for recruiting leaders.
In the end, data hygiene depends on solid
data cleaning practices from all members of
the hiring team at all times, according to
Datapeople. It means team members need
basic database management skills, and they
need to stay vigilant. And everyone may
have to adopt new processes.
Data hygiene ensures that data is complete,
up-to-date, and not duplicative. The cleaner
the data, the better the reports. Data hygiene
can include standardizing naming
conventions for sources, closing job
requisitions after a hire, and updating
candidate status, among other things.
Contact Us At:
https://datapeople.io/