![\"\"](\"https:\/\/cdn-01.cms-eu-v2i.applyflow.com\/identifi-global\/wp-content\/uploads\/2022\/03\/DataDrivenRecruitment.jpg\")
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\n\t\t\tYou may like:<\/strong> The rise and rise of personality profiling in cybersecurity recruitment<\/a><\/p>\n<\/li>\n<\/ul>\n In a recent LinkedIn survey of 8815 recruiters and hiring managers, 65% said they use data in their hiring practice \u2013 with technology-driven campaigns one of the site\u2019s key trends for 2018. This makes sense. With hiring the wrong individual incurring costs of as much as \u00a3132,000, workplaces need all the help they… Read More »Data-driven recruitment: Should you be doing it?<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14186,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14974","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14974","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14974"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14974\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14186"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14974"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14974"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n\tThis process is complicated when candidate data is not publicly available \u2013 a particular problem in fields like cybersecurity, where recruitment managers typically struggle with low numbers of applications.<\/div>\n\n\t <\/div>\n\n\tIn these cases, recruitment professionals are forced to spend extra time finding candidates they believe are suitable. Here, data can be used to confirm Quality of Hire (QoH). These measures are often more subjective than those referred to above, but can still prove useful further along the screening process.<\/div>\n\n\t <\/div>\n\n\tData for candidate assessment<\/h2>\n
\n\tRecruiters have access to a range of online resources to test for QoH \u2013 such as the \u2018talent scorecard\u2019 developed by consultancy The Adler Group<\/a>. Users make a 1-5 rating of their candidates\u2019 primary, core, and situational fit factors following psychometric tests and interviews. In this way, Adler\u2019s scorecard is designed to show how a new hire will fit within a team, how well they will learn on the job, and how quickly they will meet their colleagues\u2019 productivity levels.<\/div>\n\n\t <\/div>\n\n\tCandidate personality and fit are two areas that lend themselves to data-driven assessment. Criterion\u2019s Psycruit \u2013 the tool we use at identifi global<\/a> \u2013 presents recruiters with a range of testing programs that track reasoning, personality, emotional style, motivation, culture fit, and workplace potential.<\/div>\n\n\t <\/div>\n\n\tUnlike recruitment tools such as interviews and references, these tools are unaffected by individual bias on the part of the recruiter \u2013 providing they\u2019ve been trained to use the tools and data properly. As Dawn Klinghoffer, General Manager of HR for Microsoft Business Insight, notes, the ability to accurately track and interpret candidate data at a detailed level will be increasingly important for recruitment professionals over the next decade.<\/div>\n\n\t <\/div>\n\n\tData for workplace diversity<\/h2>\n
\n\tData is also essential for tracking recruitment performance within businesses \u2013 and can even turn candidate hire into a competitive advantage.<\/div>\n\n\t <\/div>\n\n\tToday, women represent just 8% of the UK cybersecurity workforce<\/a> \u2013 so recruiters have an important role to play in increasing gender diversity. To do so, employers must know what candidates want \u2013 which means access to candidate data \u2013 and then build targeted recruitment campaigns based on this insight.<\/div>\n\n\t <\/div>\n\n\tTools exist to support recruiters. Textio\u2019s \u2018augmented writing\u2019 software, for example<\/a>, can boost candidate gender diversity by more than 20%. It does this by using big data to check job ads for phrases that may alienate female candidates. Words like \u2018driven\u2019, for example, might be changed to \u2018collaborative\u2019, \u2013 thereby making the language more inclusive.<\/div>\n\n\t <\/div>\n\n\tAs diversity assumes an increasingly central role in recruitment, big data will be key to helping recruiters utilise blind screening techniques and similar to build teams.<\/div>\n\n\t <\/div>\n\n\tAI \u2013 your next step for data-driven recruitment?<\/h2>\n
\n\tArtificial Intelligence (AI) \u2013 which uses large candidate datasets \u2013 can be used to improve recruitment processes yet further, and will become more central to HR practices in the coming decade.<\/div>\n\n\t <\/div>\n\n\tAI can be used, for example, to identify candidates that have applied for another job in an organisation, when they show an aptitude or range of skills that might be more suitable for a different role. This is especially useful in under-subscribed fields like cybersecurity.<\/div>\n\n\t <\/div>\n\n\tWe\u2019ve written more about these intelligent recruitment systems here.<\/a><\/div>\n\n\t <\/div>\n\n\t“It\u2019s important to remember that AI-driven recruitment technology is in its infancy.”<\/strong><\/h4>\n
\n\t <\/div>\n\n\tIt\u2019s important to remember that AI-driven recruitment technology is in its infancy. In high-profile roles where candidate integrity is critical, hiring managers must be cautious about depending too heavily on automated systems. Candidates are unique; interviews, references and background experience should \u2013 in most cases \u2013 play a far more central role in the selection process.<\/div>\n\n\t <\/div>\n\n\tAI is still useful to support recruitment, however. Recruiters bring their own biases to the candidate search process and can make poor character judgements \u2013 regardless of their level of experience. To combat this, AI tools can be used to analyse video applications with objective facial recognition technologies. These systems measure human qualities like empathy, deception, and anxiety via applicant body language.<\/a><\/div>\n\n\t <\/div>\n\n\tSuch developments sound like science fiction \u2013 but many larger organisations already depend on AI-driven systems for recruitment efficiency.<\/div>\n\n\t <\/div>\n\n\tJetBlue Airways, for instance, uses video applications to screen for eight key character traits that distinguish helpful flight attendants from polite ones. \u201cPeople will tell you they know the right kind of person for a given job. But what we think isn’t always what’s best. Once you get through the noise and beliefs that people gave and identify that right profile, you can have some solid impact in your organisation,\u201d says Ryan Dullaghan, Manager of People Assessment and Analytics at JetBlue Airways.<\/div>\n\n\t <\/div>\n\n\tThis approach works. Using the findings from their video assessments, JetBlue has cut absenteeism by 12% company-wide \u2013 a considerable saving in terms of cost and risk.<\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\tNot every business can \u2013 or should \u2013 invest in AI-driven systems like those at JetBlue. But every organisation should reconsider how they use data to optimise and track their recruitment process and test for candidate quality and fit.<\/div>\n\n\t <\/div>\n\n\tEven if you\u2019re not using candidate data, then it\u2019s very likely your rivals will be. And in competitive recruitment marketplaces \u2013 like those for cybersecurity, digital and IT professionals \u2013 this can mean the difference between leading the pack or falling behind.<\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\t <\/div>\n\n\tFound this article interesting? Read our latest blog on the rise and rise of personality profiling in businesses.<\/a><\/strong><\/div>\n\n\t <\/div>\n\n\t![\"\"](\"https:\/\/d3jh33bzyw1wep.cloudfront.net\/s3\/W1siZiIsIjIwMTgvMTAvMTkvMTAvNTYvMzYvMzMyL2lkZW50aWZpIGdsb2JhbCBuZXcgam9iIHJvbGUucG5nIl1d\")
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