Submitted To: Dr.

Nilanjan Sengupta
Data Driven recruiting and its role Submitted on: 02.10.2020

in Indian and Global companies Course: ARS

Group 5

19088 LIKITH R
19092 NAYANA M BHARADWAJ
19097 PRAJNA
19099 PRIYA PANDEY
19103 RIYA JOHNSON
19106 SANKETH U K
Contents
Acknowledgement................................................................................................2
Executive summary...............................................................................................3
Introduction to the topic......................................................................................4
Concepts and Frameworks...................................................................................5
How to get started with data driven recruitment.............................................6
Industry best practices of “Data Driven Recruiting”............................................7
The below mentioned are the best practice followed by the various
industries...........................................................................................................7
Companies using “Data Driven Recruiting”.......................................................8
Conclusions and learnings....................................................................................9
References..........................................................................................................11

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 Acknowledgement

With the completion of our project entitled “Data-Driven Recruiting and its role in Indian and
global companies”, we would like to extend our sincere gratitude and a word of thanks to Dr.
Nilanjan Sengupta who inspired us to think beyond and to always look for better solutions.
We are thankful to all the Department Staff members for rendering their support directly or
indirectly. We would also like to put our thanks on record to the teaching and non-teaching
staff of Advanced Recruitment and Selection & faculty members for rendering their support
directly or indirectly.
We would also like to thank all our friends who have helped us make this project. Last but
not the least; we would like to thank our parents for always being our inspiration.

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 Executive summary

The report is an attempt to have an understanding on Data driven recruiting and its role in
Indian and global companies. What the recruiting team needs is a streamlined way to link all
employee details, from sourcing, hiring to retention, and to link this to their strategic planning
of the companies cannot hire fast enough to keep up with their workforce demands and
competition is fierce for those high potential people who will deliver innovative solutions or
go above and beyond for your customers. Data-driven recruitment is the key to attracting and
keeping the right talent needed to meet business objectives and hiring them at the right price.
Data driven recruitment process includes attracting candidates, sorting applicants, contacting,
enclose the deal. The report includes on how to get started with data driven recruitment which
has some steps which are, understanding which team can benefit most from data driven
recruitment, planning the existing recruitment process. Talking about best practices followed
by industries are measuring hiring quality metrics, measuring candidate experience,
promoting data -backed decision making, pro data driven approach of recruiting and
forecasting budget based on the available data. Some of the companies which follow data
driven recruitment are HCL, LinkedIn and Myntra. Conclusion and learnings from data
driven recruitment are candidate relationship management, social recruiting, Internal referral
and alumni database, HR recruitment analytics

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Introduction to the topic
What the recruiting team needs is a streamlined way to link all employee details, from
sourcing, hiring to retention, and also to link this to their strategic planning of the workforce.
Recruiters can more quickly and efficiently fulfil the organization's workforce demands with
this full image at their fingertips.

Data guided recruitment similar to marketing and sales, has made it now possible to track and
calculate every phase of recruiting and hiring. In the world of talent development, this is a
relatively recent trend and it has arisen as a result of the emergence of new HR technologies
and the necessity for change.

The challenge that is faced by many recruiters are identifying and recruiting the best talent.
Since people are the biggest and most critical drivers of the success of any business, it is very
important to bring talented people. It is difficult to repair and enhance the process without
understanding what the reasons for not locating, recruiting and hiring the right
people.Therefore, many employers have turned to HR analytics and data-driven recruitment.
Data-driven recruiting has proved to strengthen some of the most significant recruiting
metrics, such as hiring time, hiring costs and hiring quality.

Data driven recruitment provides several benefits for an organisation. It increases the quality
of the hire. It enables you to track new hires over the lifecycle of the employee lets you
discover what makes a successful and a bad job applicant. This implies looking past how
quickly someone was recruited and if it was at the lowest possible price. It also helps to
predict the speed of the hiring process. The stakeholders will be better informed about the
entire process and better decisions can be taken at each stage.

A data driven recruitment also improves the candidate experience. Analytics place the
variables that influence applicant experience at the forefront, and a solution for workforce
intelligence will help you assess the efficacy of each one quickly. You will be able to say
what increases or decreases the risk of an applicant dropping his or her application, whether it
is time from initial communication, time between stages, interviewer name, etc., and build
techniques to minimize the chances of losing good candidates.

Hiring the right number is also very crucial. Maintaining the right balance can be done with
the help of data driven recruitment strategies. Over-hiring can generate an unnecessary cost
burden, while under-hiring can decrease efficiency. Recruiters need fact-based recruiting
plans that are continually changed to reflect the most current state of the market in order to
remain on track.

Data says that talent acquisition teams with hr analytics and are data driven rather than
decisions made based on gut feeling are two times more likely to have an improved recruiting
effort and three times likely to have reduced cost and efficiency gains.

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Concepts and Frameworks
A recruitment scheme is seen as a method to monitor the flow of applicants in attempt to
maximise the activity of the company. A web-based model appointment scheduling system
can aid to reduce waiting times, because applicant performance can be significantly
influenced by changing schedule and admission regulations. The use of the online
notification system was triggered by concerns about long waiting times on the phone or in the
applicant organisations. Many companies and organisations are growing their web
technology and online framework investments. The web-based application range has
expanded immensely and has become a medium that can serve all aspects of organisational
work. A good, well thought-out, Data-Driven system is "normalized" and "modular". It
comprises of different sub-systems that allow the developer to split down the fundamental
components of an application into logical subsystems that can then be conveniently linked via
menus, controls, pushbuttons, validation systems, etc.

In today's organisation / business transaction, the knowledge database is important in terms of

appointment scheduling for job interviews and analysis of results. As candidates invest so
much energy attempting to understand the time scheduled for their interviews by a specific
agency, this has been a very serious factor. This issue has contributed to waste of time,
inconsistency of outcomes, and even vulnerability to fraud. Cases of missing candidate
qualifications have been reported, making appointments more challenging.

Recruitment process by Data – Driven Recruitment

 Attracting candidates: making use of the organisation's reputation, brand name,

online technology and other methodologies to catch as many prospective recruits as
possible to the organisation 's website.

 Sorting applicants: Using modern, structured online assessments to evaluate

candidates and attract a manageable number of applicants to the applicant pool

 Contacting: Using automated recruiting management systems to very easily contact

the highly suitable applicants before another organisation picks them up

 Enclose the deal: This can be done by contacting them through email, phone calls
etc.

As per our research, if an organization needs staff, they make an announcement through a
newspaper or internet via job portals. Involved applicants from different parts of the country
receive job applications from the website, as online applications or various work portals, such
as Linkdin, are made accessible. Via e-application, completed application forms are uploaded

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online. Based on this data, an online tests or oral tests are conducted for the candidates. And
the shortlisted candidates are called for the interview which can be virtual or offline.

Appointment system: Unlike the traditional method of waiting in ques, even the appointment
system is done online. The system will be incorporated, Using PHP and MySQL as the
database for the proposed program which will enforce the system. Database-driven would be
the latest system. The database will be remotely hosted. In other words, a local server would
be the device that hosts the web. The database is structured such that the form data is linked
to the database for the intent of uploading a form. When uploading forms, the consumer can
only view the database, but cannot extract data from the database.

According to our research most of the organizations have agreed that they are highly benfited
by data-driven recruitment, data has definitely helped them power their decision making.
Organizations have to begin evaluating each stage of the recruitment marketing system to use
their resources wisely. Organizations have to begin evaluating each stage of the recruitment
marketing system to use their resources wisely. In addition, it is your intuition and experience
in your profession that decides how you find out about all these applicants, where you go to
meet them, and then who makes it to an interview.

You have to
begin evaluating each stage of the recruitment marketing strategy to use your capital
efficiently. Notice which section requires enhancement and which sources the most eligible
candidates carry in.

How to get started with data driven recruitment

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 1. Understand which team can most benefit from Data-Driven Recruiting : What
kind of organisation are you working for? what are the very important positions that
need to be covered by extremely skilled and trained applicants in your organisation?
Typically, that's a great place to start implementing a hiring process powered by data.
That appears to be the engineering team for a lot of technology-powered
organisations. To effectively create solid goods, you need to guarantee you have the
technical expertise.

2. Plan the existing recruitment process: In your recruiting process, plan out every
move and as much information as you can regarding it. In having team buy-in, this is
a crucial level, which appears to be the following step. Few typical things that you
don’t miss while mapping your recruitment process are role identification, job
description, job posting, candidate application, resume review etc.
3. Agreement of all the members in the team and develop New Data-Driven
Recruiting process together: Set up a meeting for that particular team with everyone
involved in the hiring process and show them the new hiring process you've planned
out. Tell them all the advantages of data-driven recruitment, particularly how it opens
the top of the funnel, eliminates bias, buys them time, and fully covers their team's
skill differences. You are able to transform to a data-driven recruitment after pitching
in.
4. Comprehend your assessment options: Through consulting with experts or
organisations that specialise in assessments, it is important to ensure that the
evaluations are unbiased. Usually, you can collaborate with a professional evaluation
tool, or you collaborate with an expert to create a personalised evaluation that passes a
validity test and delivers reliable results. If you are recruiting for a very specific role,
you really do not need a personalized evaluation.
5. Implement Assessments: Introduce your new data-driven recruiting process.
6. Analyse the results

Industry best practices of “Data Driven Recruiting”

• In today’s complex business environment, technology has made old-school recruitment

methods irrelevant. Increased focus on data-driven strategies, it has become necessary for HR
teams to modify their recruitment process for yielding desirable results,
• Data-driven recruitment allows HR professionals to leverage valuable insights from the
collected data, statistics, and tangible facts so that they can make more informed hiring
decisions without facing any kind of hassle.
• Data Driven Recruiting helps for boosting recruiting efficiency and reducing cost per hire
at the same time. Unlike in a traditional hiring process, you no longer have to squander your

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 precious time on laborious manual tasks like sifting through lengthy excel sheets, scheduling
interviews, reconciling emails, and so on.

The below mentioned are the best practice followed by the various industries
1. Measuring hiring quality metrics:
when it comes to finding the right match for an open job vacancy, there are certain essential
factors that cannot be ignored at any cost. These usually include the candidate’s skill set,
educational qualifications, past job experience, and so on. In addition to boosting your
chances of recruiting the right talent, a data-driven recruitment approach will also facilitate
the creation of a robust business recruitment strategy.
2. Measuring candidate experience:
By identifying specific data points and using analytics, you can determine the factors that are
negatively impacting candidate experience and by considering this companies can optimize
you’re their job adverts and websites for mobile. Doing this will make it possible for
applicants to apply to open job vacancies via their smartphones, thereby giving a significant
boost to candidate experience.
3. Promoting data-backed decision making (A smart recruitment strategy):
The companies may find a candidate extremely charming but that in no way indicates that
he/she is going to be a valuable asset for their organization. For this reason, it is essential to
remove the guesswork and similar bottlenecks from the recruitment process. Data-based
hiring enables recruiters to make insightful decisions so that they can effortlessly simplify the
candidate selection process. They consider the applicant’s skills, behaviour, and other
variables for finding the best fit for the job.
4. Pro data driven approach of recruiting:
By properly adhering to a data-driven approach, businesses can effectively analyse the total
time required to fill open job vacancies in the company. So, once by gaining access to all the
crucial insights, you can make use of the data to identify and fix blocks across the different
stages of the recruitment process which helps to decrease the total time required to hire will
eventually help decrease cost per hire as well.
5. Forecasting budgets based on the available data:
Data-driven recruitment techniques have made it much easier for recruiters to forecast
budgets. By keeping a track on essential HR metrics like annual turnover rate, movements
between departments etc., you can easily come up with a suitable budget for your company to
manage all the costs associated with the hiring process

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 Companies using “Data Driven Recruiting”
 HCL: HCL Technologies uses Data driven Recruiting which helps them to analyses
a database of over 5 million candidate and internal employee records, providing hiring
managers and recruiters predictive intelligence to hire right, along with an insight on
candidates. The tool also provides critical insights from a skill gap perspective to
enable talent transformation analytics.
 LinkedIn: LinkedIn was one of the which used data driven recruiting, LinkedIn is a
social networking service allowing its users to grow their professional network. With
the help of data driven recruitment they analysed large amount of data to ultimately
enable business in making smart decisions and recruit a better person for their
company.
 Myntra: They also look after improving their recruiting process by relying on data
driven recruitment and advanced analytics.

Conclusions and learnings

 Candidate Relationship Management

Candidate Relationship Management is a structure of managing and improving the

relationship with current and future potential job candidates. This data-driven recruitment
process is a solution for one of the biggest challenges in the HR industry – that is, to attract
talent. The method is used by HR professionals to encourage candidate engagement by
implementing recruitment marketing strategies through data-driven recruitment marketing
tools. Based on high-end data algorithms, the tools offer solutions that enable high relevant,
educative and interesting content in order to build a stronger relationship and expand talent
pools with highly qualified job candidates.

 Social Recruiting 

Data-driven social media recruiting is widely accepted by organizations that are proactively
looking for potential candidates for a specific job position. Informative posts that support
company branding, existing employee experience and job ads on social media networks (such
as company website, Facebook, LinkedIn, job boards, etc.) are majorly contributing towards
reaching, finding, attracting and hiring talent. Furthermore, the integration of social media in
recruitment provides a huge scope for cost saving as they cut the huge expense on
recruitment agency and travel.

 Recruitment Automation Tools

Recruitment automation tools enable companies to make use of both data and technology to
automate the recruitment process. These tools are most commonly implemented in HR
departments and are often integrated with an Application Tracking System and CRM
software to streamline the entire job hiring process. The tools assist HR personnel and
recruiters in creating qualified applicant pools for present and future openings. Furthermore,

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 the tools employ artificial intelligence to identify qualified candidates, to verify email
addresses and social profiles, and to export full candidate profiles to the appropriate file or
software application.  

 Internal Referral and Alumni Database

Most companies make use of the application tracking system in managing candidate
databases, which is vital in providing a data-centered approach to the recruitment process. 
The biggest advantage of having an internal referral database is that whenever there is a job
opening that lands at the desk of HR, they already have a database filled with top talent that
can potentially fill the position. 
Similarly, in the case of boomerang rehires, the alumni database is considered as a great
source of ex-employees with an established track record to return. Thus it allows HR to be
prepared of current and future requirements that the company may come across unexpectedly
in the future. 

 HR Recruitment Analytics 

Data-driven and HR analytics tools are widely used by HR professionals to quickly identify
and evaluate a candidate for a specific position. The tools are key to find potential candidates
in the fast-paced labored market. With the help of data-driven and HR recruitment analytics,
every step of hiring can now be tracked and measured. It has proven to improve the hiring
metrics such as time to hire, cost to hire and quality to hire. Furthermore, data predictive
hiring technology provides a strategic plan that helps HR professionals to make reliable
decisions while hiring talent.  Predictive analytics is used to create turnover models to
answers questions like:
-Who will likely leave within a year or so, after joining?
-Who will likely not to join at the end, although accepted the offer letter?
-What is the profile of high performers that leave?
The HR and recruitment field is evolving every day and with a global workforce
transforming, it is time to elevate your company’s recruitment strategy to a whole new level
this year. 

 Whatever a company does, it’s very likely that one would be benefitted from using
data-driven recruiting.
 Whether it’s for improving new hire quality, decreasing hiring costs, or simply
creating a better recruitment process, there are a lot of different strategies that could
be derived from the right data.
 At the end of the day, if you end up hiring people who leave quickly or perform
poorly, your entire data-driven process was for nothing. This piece of data-driven
recruiting tends to be overlooked because it falls in between the cracks of talent
acquisition and talent retention teams. 

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  Don’t let these teams go down the acquisition versus retention rabbit hole. Instead,
create a collaborative data-driven process that will benefit both teams by
understanding the traits of outstanding employees and how you can identify them
from the hiring process
 Data-driven recruiting strategies shall help you plan and execute your hiring plans
meticulously. It will help you assess your past recruiting efforts and realize the
mistakes that you might have made in the past. If you are planning to improve your
hiring process then the first thing you need to do is make it measurable. A data-driven
hiring approach helps you measure all important aspects of hiring. Once you have
data, things like assumption, perceptions, gut feeling are thrown out of the window.
Data gives you real insights. It shows you hard facts. It tells you why you are not able
to hire faster or why the quality of hiring is low. Use data-driven recruiting to hire the
best candidates for your organization.

References
Tigran Sloyan (2019). How to Implement Data-Driven Recruiting in Your Talent Acquisition Team
https://www.hrtechnologist.com/articles/recruitment-onboarding/how-to-implement-
datadriven-recruiting-in-your-talent-acquisition-team/

International Journal of Novel Research in Engineering and Applied Sciences (IJNREAS) - Data-
Driven Appointment & Recruitment System

Amit Gawande (2019). How To Design a Data-Driven Recruiting Strategy

https://recruitingheadlines.com/how-to-design-a-data-driven-recruiting-strategy/

Nick (2018). 7 Benefits of Data Driven Recruiting https://harver.com/blog/benefits-data-driven-

recruiting/#:~:text=Conclusion,derive%20from%20the%20right%20data

Sophia Baik(2019). 4 Steps of Data Driven Recruiting, https://codesignal.com/blog/data-driven-

recruiting/4-steps-of-data-driven-recruiting/

Ajay Sarangam(2019). Top 10 Indian Data Science Recruiters, https://www.jigsawacademy.com/top-

10-indian-data-science-recruiters/

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