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Episode Overview

Data is the new oil” is a deceptively simple mantra for the digital age. Extractable, usable, and valuable, the more you have, the greater you should become.

Yet, in a 2020 survey of 142 talent acquisition teams, this webinar’s guest discovered something surprising. 56% of Talent Acquisition teams have very little or no influence on how their performance is measured, and what to do about it.

On 6 January 2023, we’ll talked to Matthew Craven, Talent Acquisition Sourcing Manager with PeaceHealth in the Pacific Northwest. A skilled practitioner, he’ll be imparting insightful and actionable wisdom on using data for:

  • Improving talent engagement and making more hires.
  • Increasing accountability for recruiters and sourcers.
  • Making better decisions.
  • Identify how to allocate capital and time.
  • Organizing your numbers in simple sheets through pivot tables and more.

Begin 2023 with intentions to be more strategic and lead by the numbers that count.


How Data Can Transform Your Recruitment Efforts

It’s no secret that data plays a crucial role in any healthcare staff recruitment process. However, deciding on what data to use or even how to use it can be a daunting task. In our ‘Data-Driven TA: Metrics That Matter in Healthcare Recruitment’ podcast, we shone the spotlight on this topic and acquired invaluable insights we’d like to share. Here’s to being more strategic with our recruitment data in 2023!

What Data Should You Be Looking For?

Do you sometimes feel you’re not sure what recruitment data you should be prioritizing? Well, you’re not alone. During the webinar, our guest Matthew Craven shared the results of the Talent Acquisition Metrics Survey (2020), which demonstrates how common a concern this is for TA professionals. The results show us what the respondents identified as their top 5 current performance indicators, as well as their top preferred indicators.

On the one hand we have the KPIs recruiters are using, and on the other hand, well… the KPIs they wish they were using. For example, the ‘total number of candidates submitted’ is a commonly used metric, but it doesn’t tell the whole story. Any hiring manager will want to keep tabs on the number of candidates being submitted but the number of qualified candidates will be far more important to them. The survey reveals that many TA professionals are prioritizing quantity over quality of hires. If managers aren’t accepting candidates, more often than not, it will be due to the candidate not being qualified for the role.

How Recruitment Data Evolves

If recruiters are able to refine and improve the candidate experience, they have a far greater chance of convincing a candidate to leave their current position in favor of a new and exciting job opportunity. Conventionally, ‘number of hires’ or ‘time to hire’ were used as the default KPIs. Why? Because they were easy to attain.

However, there are more sophisticated data metrics recruiters could be using. Monitoring candidate experience allows recruiters to learn what they’re doing well and, perhaps more importantly, identify where they can improve upon. Matthew suggests, for instance, that recruiters should get in touch with previous hires and ask them about the factors that influenced their decision to switch jobs or perhaps even relocate. This feedback can then be shared with current candidates to help inform their decision.

In this way, historical hiring data can be used to strategize current recruitment efforts. As ATS technology improves over time, recruiters will be able to track the entire candidate journey and provide managers with the greatest number of qualified people for the job. This would then lead to a much more data driven hiring process.

Keeping In The Loop

Staying on top of market trends is pivotal. If recruiters can present their managers with comprehensive market insights and then outline opportunities to combat specific recruitment challenges, they can put targeted efforts in place to secure the right candidates.

Where might recruiters go for such insights? Well, an organization’s hiring history might be a good place to start. For instance, if 80% of your hires are made locally, perhaps more effort needs to be made to attract qualified candidates from further afield. Similarly, if you find you were able to hire a significant number of candidates from other states, why not reach out to them and ask what specifically motivated them to relocate for the role? These insights can then be used to attract future candidates who are potentially on the fence about relocating.

External industry insights are another great tool, whether you wish to understand general industry trends or gather more bespoke insights into the specific recruitment challenges between nursing roles (RNs, LPNs etc.). For USA markets, you’ll find a lot of this info at the Bureau of Labor Statistics.

Feel free to visit our Testimonials to find out about the many healthcare organizations that Nurse Recruitment Experts has sourced and recruited qualified nurses for throughout the US and Canada.

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