Traditional recruitment calls always relied on guesswork and intuition. This not only resulted in bad hires but made the whole hiring process time-consuming and uncertain. A survey claims that around 75% of all hires are usually bad and are not fit for the job.
So, where are the recruiters going wrong when it comes to recruitment calls? How can they make the process more fruitful?
The answer is DATA!
You need to embrace a strong data-driven approach to transform the outcomes of recruitment calls. It will make your process efficient and cost-effective by reducing bad hires. Now, before you ask us how, it is critical that we explain what data-driven recruitment calls encompass.
What are data-driven recruitment calls?
Data-driven recruitment calls are those calls that are driven by tangible facts and stats derived via data analytics. These calls will help in selecting the best candidates and optimizing the entire hiring process.
The entire data-driven approach eliminates guesswork by analyzing and filtering the right candidates who have the right skills and mindset that resonates with the goals of the organization. From identifying better candidates to reducing hiring costs, data-driven recruitment calls come with an array of benefits. Let’s look into some of them.
Benefits of a data-driven recruitment calls
When you approach recruitment calls with adequate preparation armed with all the necessary data about the role and the candidate, you can easily determine whether the candidate is a good fit or not. You no longer have to gauge a candidate’s capability through their resume or their communication skills over the phone. This greatly reduces the time to hire. In short, you do not have to spend an hour or conduct multiple interviews to only conclude that the candidate is not right for the role.
Due to the data-driven approach, the productivity of the recruiter also shoots up. They can now spend their time on other mission-critical activities such as onboarding and training the candidates.
Data-driven recruitment calls also eliminate biases. For example, imagine you are hiring for a startup and interviewing two candidates over the phone –
- Candidate A – Has an excellent academic record, good references, and speaks fluently on the phone.
- Candidate B – Has an average academic record, no references, and communication issues while speaking on the phone.
Now, most recruiters would pick candidate A.
However, candidate A doesn’t have the required experience in the technology you are hiring for, while candidate B has plenty of experience in it. As a recruiter, it will be hard to find out how qualified they are in that technology as most people convince their way into the next round.
In most cases, only after 1-2 rounds with hiring managers will it be found that the candidate doesn’t have the necessary experience. But by then, the hiring manager’s precious time is already wasted.
What if you could avoid this situation and find out that candidate B is a better choice right away?
This is again where data helps. It will help identify the right candidates based on their exact fitment for the role.
Summary of Benefits: Data-driven recruitment calls
- Increased quality of hires: When you know every important detail about the candidate, you are bound to make better judgments about whether they are a good fit or not.
- Reduced hiring times: Since you have all the information about a candidate at your fingertips, you can make decisions way quicker.
- Decreased cost per hire: For starters, you can stop spending money on hiring agencies to manage your recruitment. Secondly, by reducing hiring times, your cost of hiring will go down. Lastly, you get access to various metrics and data that you can use to close all the leaks in your hiring process.
- Better candidate experience: Thanks to data, you can easily personalize your hiring calls and give the candidate a highly tailored experience.
- No bias: The hiring process in your organization will be automatically unbiased, as personal interests or prejudices cannot interfere in the final judgment, which, in turn, is because you have data to back the hire.
How do you collect important data for your recruitment calls?
The easiest way to collect data for your recruitment calls is from your ATS (Application Tracking System). It has all the necessary information related to your candidates, including their job history, location, education, skillset, etc. If you do not have one for your organization, it is a worthy investment because it lets you easily manage and track applicants. It will keep your data organized and make the data accessible to all your team members 24X7.
Apart from that, past candidates’ data can help. You can easily get this data if you are using a cloud telephony application. Listen to the call recordings of your past interactions with different candidates and identify trends and patterns. Find out which type of candidates are ideal for a particular type of role.
You can even listen to the call recordings of other recruiters who are more experienced than you. This way, you can learn from their conversation and understand how they shortlisted a particular candidate.
Frejun not only comes with automated call recording features but also gives you access to a customized analytics dashboard where you can track the key metrics related to your recruitment calls. Even better, it is integrated with most of the ATSs currently available, thereby offering you a unified platform for handling all the recruitment data.
This brings us to the next topic – What metrics related to your calls should you ideally track?
Key metrics to track
Here are some of the key numbers that one must track related to their recruitment calls –
1. Call volume
Call volume is the total number of calls you make in a particular duration. It could be an hour, day, week, or even month. The more calls you make, the wider your talent pool is. Monitoring the total number of calls made by you is a good way to measure if you are putting enough effort into sourcing candidates. You can compare the call volume with other recruiters to see how ahead or behind you are in terms of the number of calls made.
2. Average Call Time
By monitoring the average call time, you can identify which type of candidate is taking a lot of time and who isn’t. It will help you identify bottlenecks and solve them to make the average call time as short as possible.
3. Percentage of answered calls
Put simply, the percentage of answered calls is the number of candidates who answered your calls. If this number is pretty low, then you need to ask yourself two questions –
- Is your database clean? In other words, are the phone numbers of the candidate right?
- Are you calling them at the right time?
Once you address these two points, your percentage of answered calls should automatically shoot up. In case the number still remains low, it may be time to revise your talent pool list and then proceed.
4. Calls to interview ratio
The calls to interview ratio is the number of recruitment calls that get converted into an interview. Also, when this number is high, it means your approach is working as you have started finding qualified candidates for the job. A low ratio indicates that you are not targeting the right type of candidates as most of them are not attending the interviews.
The best part about these metrics is that you do not have to get your hands dirty in tracking them. Frejun will do it for you. All you have to do is use these data correctly and make informed decisions.
Recruitment is tough. Recruitment by phone is tougher. As a recruiter, you need all the help in the world to transform recruitment calls into success stories. This is where data and Frejun can help. Even if you are someone who makes decisions based on intuition, you will find a stronger ally in data provided by Frejun as it will help you see what worked and what didn’t in the past hiring processes. This also will help you improve all your future hiring decisions. Begin your journey with Frejun by signing up for a free 7-day trial now.