HR do not provide leaders with data whilst making recruitment decisions

More than two-thirds of talent acquisition and HR professionals do not provide senior leaders with the recruitment data to make the best decisions when hiring new employees.

This research comes from Aptitude Research, who provides research, advisory and market analysis on human capital management (HCM) and Oleeo, a company that assists other businesses in making the best recruitment decisions, who found that 67 per cent of talent acquisition and HR do not pass on recruitment data to senior leaders when making hiring decisions.

Less than a third (32 per cent) of senior decision-makers feel confident with the amount of data they have available to them when deciding who to hire. This is despite 63 per cent of businesses believing that “identifying and attracting quality hires is the greatest challenge they face.”

As well as companies agreeing that the use of quality data whilst making recruitment decisions leads to the chances of hiring a strong candidate to be twice as likely.

Nearly three-quarters (72 per cent) are now prioritising automated recruitment decisions for the year ahead. Still, only 27 per cent of organisations are planning to automate more than 50 per cent of their talent acquisition processes.

The research points to the use of Recruiting Enablement technology as a way to reduce the amount of bias in recruitment decisions as well as streamlining recruiter’s administrative burden by automating the process of making a schedule for when to interview, call and search for candidates.

Charles Hipps, CEO and founder at Oleeo, said:

The report clearly shows that the use of data is critical if businesses want to find, engage and attract this very best talent. Worryingly, decision makers are either not confident in the data they have, or they are being supplied with inaccurate information which jeopardizes their ability to meet the fundamental recruitment challenge their business faces. Through a greater understanding of the data, more control over what touch points are measured, knowing what attributes a ‘top applicant’ has, and the use of Recruiting Enablement, businesses can still fight for the highest quality candidates.

This research-based report highlights the critical need for Recruiting Enablement to deliver improvements such as overall efficiency, candidate experience, reduced bias, and quality of hires. It takes the guesswork out of talent acquisition and allows companies to use data and insights to drive success. Hiring the very best talent is something that all businesses are striving to do, and armed with the top-notch data which Recruitment Enablement delivers, recruiters and HR teams will be twice as effective at finding, engaging and keeping the very best talent. It’s a no-brainer.

Madeline Laurano, the founder of Aptitude Research, said:

Companies are facing intense pressure to more accurately identify and measure quality of hire. While quality of hire is certainly not a new concern, the responsibility has shifted from hiring managers to HR and talent acquisition leaders. As a result, talent acquisition leaders are being held accountable for what happens beyond when a candidate accepts an offer. Candidates often make a decision to join an employer solely on their interaction with a recruiting team during the talent acquisition process. If the recruiting process is automated, it gives candidates a more consistent and meaningful experience.

This research was conducted by speaking to talent acquisition directors and HR professionals worldwide of companies ranging from 250 to over 10,000 employees.