Does your recruiting function use data and analytics to guide its decisions? Recent research suggests that recruiting functions that use data may be more effective compared to those that do not. According to an analysis of data from a recent APQC survey of recruiting professionals, recruiting functions that use data to make recruiting decisions report fewer recruiting challenges and unrealistic hiring manager expectations. For example, 39 percent of recruiting functions that do not use data report their hiring managers have unrealistic recruiting expectations compared to only 24 percent of those that do use data.

This APQC research suggests that recruiting functions may realize a number of potential benefits to incorporating data into their decision making process; organizations that use data experienced fewer recruiting challenges, particularly in the areas of work force planning and their ability to find qualified talent. Further, organizations that use data also have a higher link between recruiting and business strategy.

These results show that recruiting functions can benefit from using data and analytics when speaking to business leaders about their work. Business leaders typically refer to data when making strategic decisions, so if recruiting functions are able to refer to data, they will bolster their business case for their recruiting plans. Rather than relying solely on anecdotal information from the recruiting process, using data can help bolster the credibility of the recruiting function.

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