Is Data the New Oil for Recruitment KPIs?

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Recruitment leaders want to grow their businesses. They invest (heavily) in their systems and people. Data is a crucial recruitment asset - we know this as Google / LinkedIn / Facebook have grown purely through data. Great data creates simpler pipelines. Poor data creates lag, increased reliance on job boards and LinkedIn - but how do you get from bad data to great data?

How Can You Incentivise Your Recruiters to “Get Good” with Data?

Recruitment data is a thing very close my team’s heart, and every recruitment leader’s, recruiter’s, and recruitment marketer’s.

Data should drive decisions and recruitment businesses. It should definitely drive the best 4Csinto your business (candidates, clients, colleagues, cash) – and, of course, content onto your recruitment CRM.

Growth is key this year too.

I had great chat with Joe McGuire, Sales Director of Cube19 on our Recruitment Leaders’ Podcast. It’s all about data: the good, the bad and the relevant. We talked about:

Fish and KPIs!
GDPR (it’s a data-driven initiative)
What should data be used for?
What should data NOT be used for?
Data is the new Oil – says the Economist (although the BBC takes this “new oil” concept to another level) and so does Cube19 – why?
Gut-feel versus data – and why does the average recruitment leader not trust their data?
What is the plan for Cube19?
Should you delete your recruitment data?
What is the one KPI he would set for a new recruiter?
How can you incentivise your recruiters to “get good” with data?

Recruitment Leaders Rely on Bad Data

Cube19 ran an interesting Staffing Business Intelligence Survey on data which concluded that recruitment leaders rely on bad data to make their decisions. This is (of course) worrying! Read the Cube19 Business Intelligence report here.

Listen to the podcast below.

Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series or find us on iTunes!

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Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate clients, and colleagues (3Cs).