{"id":16319,"date":"2023-01-24T11:47:52","date_gmt":"2023-01-24T10:47:52","guid":{"rendered":"http:\/\/timetohire-backup.twelvetwentystage.com\/?post_type=news&p=16319"},"modified":"2023-01-24T11:47:53","modified_gmt":"2023-01-24T10:47:53","slug":"kies-voor-data-driven-recruitment","status":"publish","type":"news","link":null,"title":null,"content":{"rendered":"\n

Waarom is data zo belangrijk?<\/strong><\/h3>\n\n\n\n

De arbeidsmarkt wordt steeds krapper, dat maakt het lastig om de juiste kandidaten te vinden. Door deze concurrentie moet recruitment \u2018on top of the game\u2019<\/em> zijn om de beste resultaten te kunnen halen. Dit betekent dat het belangrijk is om binnen recruitment met een kritische blik te blijven meten zodat er makkelijk en snel verbeteringen aangebracht kunnen worden in het recruitmentproces. <\/p>\n\n\n\n

Daarnaast kan data ook worden ingezet om slimmer te werken. Denk bijvoorbeeld aan assessments. Door middel van data kan er een inschatting worden gegeven over persoonlijkheid, IQ, EQ of hard skills. Het meten van deze eigenschappen geeft een indicatie in hoeverre een kandidaat succesvol kan zijn in een bepaalde rol. Een organisatie kan zo de kans op een \u2018bad hire\u2019<\/em> verlagen, wat weer zorgt voor een lagere \u2018cost per hire\u2019<\/em>. <\/p>\n\n\n\n

Nog meer voordelen<\/strong><\/h3>\n\n\n\n

Data zorgt voor een effici\u00ebnter recruitmentproces. Het is daarom kostenbesparend: iets wat effici\u00ebnter is, zorgt voor lagere kosten. De kans op een succesvolle hire is hoger. Denk hierbij aan maken van assessments. <\/p>\n\n\n\n

Het is belangrijk dat data natuurlijk wel op de juiste manier ge\u00efnterpreteerd wordt. Soms is er meer onderzoek nodig om ergens de juiste conclusies uit te trekken. Denk hierbij aan het meten van een funnel. Het kan zijn dat er weinig kandidaten zijn voor een telefonische screening zijn. Dit kan verschillende oorzaken hebben. Denk aan het gebrek van goede employer branding een niet-persoonlijke inmail. De slechten conversie signaleert dat er iets niet goed gaat, maar geeft geen conclusie. Dit moet door middel van data vervolgens verder onderzocht worden. <\/p>\n\n\n\n

Big wins versus Quick wins<\/strong><\/h3>\n\n\n\n

Om data inzichtelijk te krijgen, is een goed werkend ATS-systeem cruciaal. Het is mogelijk om alles handmatig te verwerken, maar dat is erg gevoelig voor fouten en zorgt voor veel administratief werk. Een goed werkend ATS-systeem geeft daarnaast vaak de mogelijkheid om rapportages te maken. Hierdoor wordt in \u00e9\u00e9n oogopslag de meeste belangrijke data inzichtelijk en dat bespaart tijd. Vanuit daar kan er verder onderzoek gedaan worden. Denk aan het meten van afwijsredenen van kandidaten of het meten in welke fase binnen het recruitmentproces kandidaten vaak afvallen. De conversies worden heel duidelijk en je krijgt inzicht in het verloop van het recruitmentproces. <\/p>\n\n\n\n

Het laten doen van assessments is een handige tool om hard- en\/of soft-skills van een kandidaat inzichtelijk te krijgen. Het is alleen wel een momentopname. Het kan dus nuttig zijn om recruitment effici\u00ebnter \u00e9n succesvoller te maken, maar het is belangrijk dat organisaties zich bewust zijn van de valkuilen. Is de uitkomst van een assessment een doorslaggevende factor voor een kandidaat of wordt het gebruikt als indicator? Kennis is macht en data is een objectieve manier om verbeteringen door te voeren binnen het recruitmentproces. <\/p>\n\n\n\n

Next: Succes!<\/strong><\/h3>\n\n\n\n

Het Recruitment Success Framework <\/a>bestaat uit negen stappen die leiden tot stap tien: succes. Als je alle stappen van het Recruitment Succes Framework hebt doorlopen, betekent dit niet dat er geen ruimte is voor verdere optimalisatie. Recruitment is altijd in beweging. Hoe pak je deze optimalisatie aan?
Net als de arbeidsmarkt verandert recruitment continue. Snelwerkende en volledig geautomatiseerde recruitmentprocessen kunnen binnen een paar maanden weer verouderd zijn door de snel veranderende arbeidsmarkt. Onze concurrenten blijven immers \u2018on top of their game<\/em>\u2019 en daarom is het noodzaak zelf ook scherp te blijven. Je wil de war for talent natuurlijk wel winnen. <\/p>\n\n\n\n

Zorg voor continuous improvement<\/strong> <\/h3>\n\n\n\n

De eerste simpele stap die een organisatie kan nemen om recruitment \u2018on top\u2019 te houden, is door middel van het regelmatig blijven doorlopen van het Recruitment Success Framework. Hiermee versterk je een proces van continuous improvement <\/strong>en werp je regelmatig een kritische blik naar het recruitmentproces. Er is altijd ruimte voor verbetering en het Recruitment Success Framework biedt hier de juiste leidraad voor.<\/p>\n\n\n\n

Een tweede stap die organisaties kunnen nemen, is het blijven volgen van de trends op het gebied van recruitment-technologie\u00ebn. Het gebruik van technologie\u00ebn binnen recruitment wordt namelijk steeds noodzakelijker. Een aantal jaar geleden was excel nog een prima manier om een kandidaten-funnel bij te houden, inmiddels is een goed werkend ATS-syteem onmisbaar. En ook ATS-systemen blijven zich regelmatig verbeteren. Denk aan het uitbrengen van nieuwe features waarbij de data uit het ATS n\u00f3g inzichtelijker is met steeds meer mogelijkheden tot het maken van rapportages. Het blijven reviewen van het ATS-systeem kan dus enorm helpen om een recruitmentproces effici\u00ebnter te laten verlopen. <\/p>\n\n\n\n

Tools<\/strong><\/h3>\n\n\n\n

Ook worden er regelmatig tools uitgebracht die het werk van een recruiter makkelijker moeten maken of waarmee de kans op een Quality Hire<\/em> groter wordt. Denk aan tools die sourcing automatiseren, chatbots die een deel van het contact uit handen nemen en zorgen voor een snelle response-tijd, maar ook assessments (waaronder gamification) die processen in kwaliteit kunnen verhogen \u00e9n versnellen. Tegenwoordig zijn er ook AI-writing tools die kunnen helpen om vacatureteksten aan te passen op de doelgroep. En dan hebben we het nog niet eens gehad over tools die door middel van profielen op social media een inschatting maken over de persoonlijkheid van een kandidaat. Hiermee wordt een richting gegeven over de tone of voice <\/em>waarmee een kandidaat benaderd moet worden met als doel om meer succes te krijgen. <\/p>\n\n\n\n

Het is bij dit soort toolings heel belangrijk om in het achterhoofd te houden dat ze in ontwikkeling zijn en zeker niet altijd perfect werken. Het is geen vervanging zijn voor het menselijk contact binnen een recruitmentproces. Want people buy from people<\/em>.\u00a0
Daarom is het als derde en laatste stap belangrijk om alle betrokken stakeholders binnen een organisatie de juiste handvaten te geven om mee te gaan binnen de snel veranderende arbeidsmarkt. Zorg dat jouw hiring managers op elk moment kunnen inspelen op de behoeften van recruitment en constant op de hoogte zijn van de situatie in de arbeidsmarkt. Dan maakt jouw organisatie een succes van jullie recruitment.\u00a0Klik hier voor meer informatie over data-driven Recruitment.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"Een succesvol recruitmentproces richt je niet in op emotie, dit doe je aan de hand van data gedreven recruitment. Hierbij wordt er gekeken naar data met als doel effici\u00ebnter te werken en de doelstellingen te halen. Binnen het recruitmentproces zijn er een aantal belangrijke KPI\u2019s die laten zien hoe succesvol recruitment binnen jouw organisatie is. Denk aan het succes van de wervingskanalen, de doorlooptijd, conversie, reden van afwijzing, de candidate experience, etc. Door het hele recruitmentproces goed in kaart te brengen, wordt duidelijk in welke fases er verbetering plaats kan vinden. 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