The recruitment process amasses a large amount of information, such as experience, aptitude, assessment results and so on, which all need to be considered when choosing the right applicant. If integrated and presented properly, this information can help you make the right decision.
Data integration means getting different systems and platforms to talk to each other so that the information required to make the right decision can flow between them. So for example, information would be communicated between platforms for candidate management, HR information, video interviewing or talent management and bringing the media together to present it in a coherent way. The resulting benefits can be felt throughout the recruitment process in three broad areas:
1 – Enhancing the candidate experience
While the candidate’s assessment results, CV and video interview might be stored in three separate systems, they need only interact with a single interface when going through the process. Their data is stored under and identified through a single candidate ID number. A candidate can choose to update all or part of their details through the single portal if they are looking for a different position or request feedback on their performance.
2- Saving time for recruiters
Integrating data from separate systems into one candidate record improves recruitment efficiency. With all their details at your fingertips it can help when formulating the right interview questions based on the results of their assessments. It can also help set up new recruitment projects, allowing you to define the role specifications, candidate characteristics and so on, and use pre-prepared assessments that have proved to work well for similar projects in the past.
3 – Talent data analysis
Assessment results continue to be of value even after the candidate has been appointed. Data integration means that you can use that information for analytical purposes, with tools to mine, compare and analyse to look for trends. Data can be used to create individually tailored training plans based on the candidate’s strengths and weaknesses. It can be used to compare the progress of candidates over time to help understand what drives people to success.
Before finding an integration software vendor, it’s important to have a clear understanding of what you’re looking to achieve, and what systems you would need to integrate to attain that goal, and what data you want to keep separate. For example, some prefer to keep the application process separate from the attraction data, but others prefer to integrate everything. The choice of software vendor is also very important. Do they have the relevant expertise in the areas you want to integrate, and how flexible are they in adapting their software to your own workflow?
With a data integration system in place supported by a flexible and understanding vendor, you’re in a position to provide a streamlined hiring process and enhance your talent management.
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