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Maximising Recruitment Success with Data Visualisation

David Law

Sun, 16 Jun, 2024

  • Reading Time:
    ~ 6 minutes

Are you struggling to get the most out of your recruitment data? Do you feel like you are missing out on powerful insights that could make all the difference when it comes to hiring and onboarding new talent? If so, it’s time to unlock the power of data visualisation in recruitment. In this article, we’ll provide you with a step-by-step guide on how to get started. We’ll cover everything from deciding which data points to track, to finding the right sources of truth, to understanding stakeholders’ needs, to picking the right visualisation method. With this guide in hand, companies can take their recruitment process to the next level and make informed decisions about hiring and onboarding.

But before we dig into the step-by-step, let’s clarify a few things:

  • Data is not just numbers.
  • Data is just raw information, and you often need to combine several pieces of data to get to your final metric.
  • Your output is only as good as your input.
  • More data is not always better.
  • Data does not always tell the whole story. Sometimes, you need context to capture the nuances of a situation or result.

Alright, now that we have that settled, let’s discuss how your TA team can best utilise their data.

Determining Your Essential Data Points

When it comes to recruitment, data can be a powerful asset. Having access to the right metrics and insights can help companies make informed decisions about hiring and onboarding new talent. Therefore, companies need to understand the type of data that will best serve their recruitment needs.

The first step in unlocking the power of data visualisation in recruitment is to identify what data will best inform decisions around hiring and onboarding. This requires understanding which metrics are most useful for tracking the progress of initiatives and determining which data points need to be collected to accurately measure success. For example, if a company wants to track progress on increasing diversity across its workforce, they may want to collect information on gender, ethnicity, veteran status, educational background, or any other relevant criteria before making any changes.

It is also important for companies to clarify what types of insights they want from the data. Understanding whether you are looking for patterns or trends over time or pinpointing specific areas that require improvement can help determine which metrics should be used for measurement purposes. It is also important to consider questions such as: Are there any specific behaviours or attributes that need monitoring? What outcomes are desired from this initiative? How will success be measured?

By taking the time upfront to answer these questions and decide which metrics should be tracked, companies can gain an accurate snapshot of how well their recruitment initiatives are performing and identify areas where improvements can be made. With this knowledge in hand, companies can then move onto the next step – finding the right sources of truth – with confidence that they have all the necessary information at their fingertips.

Establishing Reliable Data Sources

When it comes to recruitment, data can be invaluable. Companies must begin by assessing the data sources they already have access to, such as applicant tracking systems (ATS) and customer relationship management (CRM) systems. These enable them to monitor candidate and hiring manager trends, such as where applicants are coming from or how long job postings take to fill. It’s also essential for companies to review existing surveys and revamp them for more comprehensive insights into the recruitment process.

External market research and industry reports can also offer valuable information about the recruitment landscape, such as salary ranges, skills availability, and best practices regarding recruiting top talent. Engaging third-party providers is another way of gaining further understanding of recruitment metrics. Finally, collecting feedback from candidates at every stage of the process allows companies to identify potential areas for improvement while providing a more detailed overview of what people can expect if hired.

By analysing all these sources combined, businesses can create their own tailored source(s) of truth that guide decision-making around hiring new staff members. Data visualisation in recruitment helps organisations make informed decisions about who they should recruit next – making sure they end up with the best possible candidates!

At Fulcrum, we rely on Notion databases as our primary source for data. Every recruitment process we handle has its own Notion database to track pertinent information such as the start and end dates of the project, the type of role, the number of candidates sourced, and so forth.

Understanding Stakeholder Expectations

Now it’s time to identify and understand the needs and expectations of the stakeholders in a recruitment data project. This part is essential for creating visualisations that are tailored to their specific requirements.

The first step is to identify who the stakeholders are and determine what they need from the data visualisation project. This can be done by conducting interviews with key decision-makers in the company, as well as talking to team members who work closely with recruitment operations. Questions should focus on understanding why they are interested in recruiting data, what types of decisions they make based on it, and how often they use it. Doing so will help you better understand their desired outcomes and ensure that any visualisations created meet their objectives.

Next, you should determine how stakeholders want to see data being presented; for example, do they prefer charts or tables? Additionally, consider which metrics are most important to them – by understanding which metrics matter most to your stakeholders, you can create visuals that provide actionable insights on those areas. It is also important to consider whether text-based reports or interactive dashboards are more suitable for their needs; both approaches have different advantages and drawbacks when used for different purposes.

Finally, it is necessary to ensure that all stakeholders understand how to interpret the data being presented in an effective manner. This includes providing them with training sessions or tutorials if necessary; doing so will help them learn how to effectively utilise visualisations when making decisions around recruitment initiatives. Additionally, providing regular feedback on performance will also help ensure that the data is being used properly and that any changes are made accordingly where needed.

By taking these steps into consideration when building a recruitment data project, companies can gain an accurate understanding of their stakeholders’ needs while ensuring everyone involved understands how best to use the resulting visuals for informed decision-making around hiring new staff members.

Choosing Effective Visualisation Tools

When it comes to analysing recruitment data, effective visualisation is key. To ensure that visuals are both meaningful and engaging for stakeholders, companies must carefully consider which method of visualisation is most suitable for their data set. Depending on whether the information is numerical or qualitative, different graphical tools may be necessary. At Fulcrum, we use Flourish; however, there are plenty of popular solutions including Microsoft Excel and Google Sheets for graphs and charts; Adobe Illustrator for vector graphics; Tableau, or Power BI for interactive dashboards; and Geographic Information System (GIS) mapping solutions such as ArcGIS Online when geographical elements are involved.

It’s also important to remember that there are plenty of resources available online showcasing existing visualisations, which can provide useful inspiration when creating new ones from scratch. For example, HR Magazine recently published a report with several examples of successful recruitment dashboard designs, which offer tips on how to make them visually appealing while still retaining clarity about key metrics such as application volumes or time-to-hire figures.

By taking these steps into consideration when selecting a visualisation method for recruitment data projects, companies can gain valuable insights into how their initiatives are performing while informing decision-making around hiring new staff members effectively. Through careful consideration and researching existing examples, companies can ensure that they get the most out of their efforts in terms of both understanding the data better and creating visuals that engage stakeholders effectively.

Getting Started on Your Visualisation Journey

Now that you have a better understanding of what data needs to be tracked and which visualisation method is best suited for your recruitment data project, it’s time to get started. There are several steps to consider when launching your project.

First, identify and set measurable goals for the project. This will help you track progress over time and measure the success of the project. It is important to involve stakeholders in this process as different departments may have different objectives and priorities.

It is also important to establish roles and responsibilities among stakeholders so that everyone involved is on the same page and knows what their job entails. Defining roles can help streamline communication between teams, ensure tasks are properly assigned, and avoid any potential conflicts from arising during the implementation phase of the project.

Once these steps are completed, create a timeline for implementation that outlines each step of the process. This timeline should include milestones such as due dates, team meetings, decision-making processes, etc., so that everyone involved knows what tasks they need to complete by when.

Next comes selecting a data visualisation tool or software package that meets your specific needs. Consider factors such as ease of use, accessibility features, scalability options for future projects, etc., when making a decision about which tool is right for you. Alternatively, you can explore existing visualisations online or in print media for inspiration when creating your own data visualisations from scratch.

Lastly, test and refine your final product before releasing it into production mode. Test out various scenarios with placeholder data sets first to make sure everything runs smoothly before using real-world customer data in your visualisations or dashboards. Testing can also uncover any bugs early on so they can be fixed quickly without disrupting operations during peak hours or times when customers expect immediate responses from customer service agents or other employees within an organisation.

Once all these steps are taken care of, it’s time to launch your recruitment data visualisation project! With careful planning and strategic execution, you can take full advantage of this powerful toolset and unlock insights into how well recruitment initiatives are performing in terms of attracting new talent while also identifying areas where improvements could be made to drive more qualified applicants through the pipeline faster!

If you’re looking for even more support in transforming how you attract and engage talent through embedded talent acquisition, work with us today! Our experts will match your company with the right talent on a flexible basis so that you can get an aligned, diverse, engaged team that will drive your company towards sustainable growth.

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