The overall goal of any recruitment process is to find the right for the company. The right fit will fit in well with the existing team, and the company culture and is likely to be highly engaged with the position and the company. Recruiters can use data analytics to analyze data from resumes such as candidates’ skills, companies, industries, job titles, experiences, and certifications. Data analytics can also use data from personal interactions to read non-verbal cues, or communication data such as if a candidate replied to an email and after how long to gain insights into the personality of an applicant. This data is then compared to the set KPIs for qualification to rank candidates. The process reveals the candidates that show the highest probability to succeed in the role.

However, it is important to avoid data silos and adopt a central and interactive system to ensure complete data sets. This improves the accuracy and predictive power to give better insights. In addition, finding the right people for the job is crucial. Looking into platforms where specific data jobs are posted raises the chances of finding quality data analysts.

Improving employee retention

Retaining employees is another challenge that organizations face. Yet, it is very important in reducing the cost of hiring. Data analytics can step in to determine why employees are leaving or are being poached by competitors. In addition, employee data can reveal employees’ interests and preferences, their capabilities, and more. Armed with this kind of data, organizations gain insights into the best ways to keep employees engaged, hence reducing turnover.

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