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 take advantage of technology and data analysis in the selection process come out ahead when it comes to attracting and retaining qualified professionals. 

For Hosana Azevedo's, 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 precision to hiring”. According to a survey by McKinsey, companies that use data strategically in recruitment are 30% more likely to get the contract right in less time. 

Strategies for using data in recruitment

1. Predictive analysis to identify patternsOne of the great innovations that recruiters have available is predictive analytics. Using algorithms to identify patterns in resumes, assessments and performances, it is possible to predict which candidates are most likely to succeed in a given spot. “With the predictive analysis, we were able to assemble more appropriate profiles based on previous successes, which helps to reduce subjectivity in decisions”, comments Hosanna.
2. Monitoring of performance metricsAnother essential point is to monitor the performance metrics of the recruitment process, such as the time to close a vacancy, the rate of acceptance of offers and the retention of new employees. These metrics help identify bottlenecks and find opportunities for improvement. According to a study by the LinkedIn, about 76%  of the respondent recruiters believe that to increase the efficiency of the selection process, it is necessary to use advanced metrics.
3. Artificial Intelligence (AI) for candidate screeningThe AI has become a great ally in screening resumes, accelerating the initial selection and identifying candidates more aligned with the needs of the vacancy. “At InfoJobs, we used AI to optimize the screening and analysis of CVs, allowing us to focus on candidates with real potential at the other stages”, explains Hosana.
4. Improving the candidate's experienceIn addition to optimizing the selection, the data helps to customize the candidate's experience. With structured feedback and evaluations, it is possible to identify process failures and improve the candidate's journey, ensuring a positive experience. “When we use data to better understand the candidate's journey, we not only manage to optimize the selection process, but also make this experience more humane and personalized. A well-conducted process can be decisive in accepting the offer,” explains Hosanna.

Future trends in data usage

For Hosanna, the future of talent acquisition is strongly linked to the ability of companies to interpret and apply the data efficiently. “We are only at the beginning of the use of data in recruitment. There is still a lot of space to grow, and companies that manage to integrate these tools in a strategic way, adjusting their processes continuously, will be more prepared to compete in the market and win the best professionals”, he says.

She adds that the differential is not only in the amount of data, but in the quality and ability to transform it into actionable insights. “It is not enough to accumulate information. The real challenge is to know what to do with this data and how to use it to customize each stage of recruitment, from attraction to retention of talent”, he emphasizes.

In addition, Hosanna believes that the evolution of technologies, such as artificial intelligence and predictive analytics, will allow a level of personalization 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, predict needs and adjust strategies in real time, based on concrete data.”, he concludes.