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 talents. Companies that leverage technology and data analytics in the selection process are ahead when it comes to attracting and retaining qualified professionals.

For Hosana Azevedo, Head of Human Resources at Infojobs, “the use of well-applied data completely changes how recruiters view and choose candidates, bringing more efficiency and accuracy to hiring”. According to a survey by McKinsey, companies that strategically use data 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 major innovations available to recruiters is predictive analysis. By using algorithms to identify patterns in resumes, evaluations, and performances, it is possible to predict which candidates are more likely to succeed in a particular position. “With predictive analysis, we can create more suitable profiles based on past successes, which helps reduce subjectivity in decision-making,” says Hosana.
2. Performance Metrics TrackingAnother essential point is to monitor the performance metrics of the recruitment process, such as the time to fill a position, offer acceptance rate, and new employee retention. These metrics help identify bottlenecks and find improvement opportunities. According to a study by LinkedIn, about 76% of responding recruiters believe that the use of advanced metrics is necessary to increase the efficiency of the selection process.
3. Artificial Intelligence (AI) for Candidate ScreeningAI is becoming a great ally in screening resumes, speeding up the initial selection, and identifying candidates more aligned with the job requirements. “At Infojobs, we use AI to optimize resume screening and analysis, allowing us to focus on candidates with real potential in subsequent stages,” explains Hosana.
4. Enhancing Candidate ExperienceIn addition to optimizing selection, data helps personalize the candidate experience. With structured feedback and evaluations, it is possible to identify flaws in the process and enhance the candidate’s journey, ensuring a positive experience. “When we use data to better understand the candidate’s journey, we can not only optimize the selection process but also make this experience more human and personalized. A well-conducted process can be decisive in accepting the offer,” explains Hosana.

Future Trends in Data Usage

For Hosana, the future of talent acquisition is strongly linked to companies’ ability to interpret and apply data efficiently. “We are only at the beginning of using data in recruitment. There is still plenty of room to grow, and companies that can integrate these tools strategically, adjusting their processes continuously, will be better prepared to compete in the market and attract top professionals,” she states.

She adds that the differentiator lies not only in the quantity of data but in the quality and the 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,” she emphasizes.

Additionally, Hosana believes that the evolution of technologies, such as Artificial Intelligence and predictive analytics, will enable a level of personalization never seen before in the selection process. “We are talking about processes that will become increasingly agile and accurate, where recruiters can anticipate behaviors, predict needs, and adjust strategies in real-time based on concrete data,” she concludes.