Smart data: How to optimize the talent acquisition process and improve recruitment performance

In an increasingly competitive recruitment market, using data intelligently has become one of the main ways to find and hire the best talent. Companies that leverage technology and data analytics in the recruitment process have an advantage when it comes to attracting and retaining qualified professionals. 

ForHosana Azevedo, Head of Human Resources at Infojobs, the use of well-applied data completely changes the way recruiters see and choose candidates, bringing more efficiency and accuracy to hiring. According to a survey fromMcKinsey, companies that use data strategically in recruitment have a 30% higher chance of making the right hire in less time. 

Strategies for using data in recruitment

1. Predictive analysis to identify patternsOne of the great innovations that recruiters have at their disposal is predictive analysis. Using algorithms to identify patterns in resumes, evaluations and performances, it is possible to predict which candidates have a higher chance of success in a specific position. With predictive analysis, we were able to create more suitable profiles based on previous successes, what helps to reduce subjectivity in decisions, comment Hosana
2. Monitoring of performance metricsAnother essential point is to monitor the performance metrics of the recruitment process, how long it takes to close a vacancy, the offer acceptance rate and the retention of new employees. These metrics help identify bottlenecks and find opportunities for improvement. According to a study conducted by theLinkedIn, about 76% of responding recruiters believe that to increase the efficiency of the selection process, the use of advanced metrics is necessary
3. Artificial Intelligence (AI) for candidate screeningAI has become a great ally in the screening of resumes, accelerating the initial selection and identifying candidates more aligned with the job requirements. No Infojobs, we use AI to optimize the screening and analysis of resumes, allowing us to focus on candidates with real potential in the other stages, explain Hosanna
4. Improving the candidate experienceIn addition to optimizing the selection, data helps to personalize the candidate experience. With structured feedback and evaluations, it is possible to identify flaws in the process and improve the candidate journey, ensuring a positive experience. When we use data to better understand the candidate's journey, we managed to not only optimize the selection process, but also make this experience more human and personalized. A well-conducted process can be decisive in the acceptance of the offer,"explains Hosana

Future trends in data usage

For Hosana, the future of talent acquisition is closely linked to companies' ability to interpret and apply data efficiently. We are only at the beginning of using data in recruitment. There is still a lot of room to grow, and the companies that manage to integrate these tools strategically, continuously adjusting your processes, will be better prepared to compete in the market and attract the best professionals, affirms

She adds that the difference is not just in the amount of data, but in the quality and ability to turn them into actionable insights. It is not enough to accumulate information. The real challenge is knowing what to do with this data and how to use it to personalize each stage of recruitment, from attraction to talent retention, highlights

Furthermore, Hosana believes that the evolution of technologies, how Artificial Intelligence and predictive analytics, will allow a level of customization never seen before in the selection process. We are talking about processes that will be increasingly agile and assertive, where recruiters will be able to anticipate behaviors, anticipate needs and adjust strategies in real time, based on concrete data.”, concludes