Hiring effectively is one of the foundations of a strong and profitable organization. Having bad hires would, therefore, be very detrimental to the development of any organization.
Having bad hires has a lot of negative effects that go beyond just loss of money (which is actually more than most people think) it also includes waste of time and resources.
It is therefore a sad realization that not many organizations are doing much about eliminating bad hires, and worse that most organizations don’t even recognize that they are suffering from bad hires.
Tackling bad hires on a more accurate level would require an organization to put into play a very good talent acquisition strategy.
Why does this matter?
Let’s imagine a scenario.
A hiring manager is looking to fill some roles, they receive a ton of CVs and have to go through them and pick top candidates.
For each position they have to fill, they have to look through hundreds of CVs and decide which ones are actually worth spending time on. With so many applicants, it’s hard to find the right people for the job roles.
Even worse: if they don’t know exactly what to look out for or exactly how to go about it to bring out the top candidates, they might likely not get top talents.
Following this, the question ensues, how can they ensure that they more often than not pick the top talents?
They can do this and do it faster and easier if they are using relevant data in their strategy. This talent acquisition strategy that employs data is exactly what’s needed to ensure an organization gets the most suitable candidates and keep getting such suitable candidates.
This strategy is especially useful when undergoing an executive search where personnel selection shouldn’t be taken lightly.
With this strategy, recruiting would not be a hassle. Time, money, and energy would be used effectively and efficiently.
From time, it has been known that any strategy, without data backing it, would often not yield an optimum result.
In the words of Edwards Deming, a renowned Statistician:
“Without data, you’re just another person with an opinion.”
Great, who then should use this strategy?
Simple, an organization that really wants to be outstanding and get ahead of their competitors by ensuring they get good hires as frequently as possible, they’re going to need more than a good guess, they would need a great deal of relevant data to aid in their hiring decisions. In other words, a data-driven strategy for recruitment.
A data-driven strategy for hiring is one that uses science and technology techniques to analyze a large talent pool and identify candidates with the right skills, experience, and cultural fit that would be employed to help the organization achieve its goals.
What Are The Benefits Of Using A Data-Driven Strategy In Hiring
This strategy is great at getting results in a very detailed and concise format that would make for better and easier hiring decision-making.
Data-driven strategy for recruitment would help an organization be clear on:
- Identifying who an organization should be looking for in order to fill an open position.
- Finding those candidates more quickly than would have been possible otherwise.
- Figuring out if the candidates will be a good fit before spending time and money on an interview.
Consequently, going with a data-driven strategy would require a lot of work and time, and resources—and even longer (and more money) if an organization isn’t sure what they’re doing.
And that’s where we come in with an advantage: At Oscar Temple, we’ve spent years developing our unique recruitment tactics, honing our processes, and learning from our successes and mistakes.
We have been able to use science and technology to garner relevant data in our respective niches, which have ultimately resulted in us drastically shortening our recruitment process time while simultaneously ensuring a whooping 96% success rate.
You can get a leg up on your competitors by using a data-driven strategy for recruitment for your organization today.