QUALITY DATABASE AND HOW TO CREATE A BETTER RECRUITER DATABASE FOR BETTER AND FASTER RECRUITING
Part of the right talent shortage is the degrading vocational training of the candidates, making them not competent enough to fit in a given position. The other issue is the recruiter's database dominated by poor and incomplete data, which hurdles the talent acquisition process. According to Harvard Business Review, 20% of recruiters believe that they are not able to meet the best candidates.
As a talent recruiter, don't allow your database to fall into the shortage of the acceptable quality standard - this article is right for you.
Before getting down to tips and steps, know that a high-quality recruiter database contains the following:
Comprehensive and accurate information about the candidates (Name, Surname, email, date of birth, previous and current employment, driving license, marital status). You should have the necessary details that will enable you to contact the candidates after the interview.
The recruiter database end on the candidate's personal information. The recruiter's performance metrics, such as time to hire, source quality, offer acceptance rates, and pass-through rates, should be integrated into the stored data. These help the talent recruiters to stay tuned and informed about their performance. This is the only great opportunity for them also to track their awesome career continuity.
How to Improve Your Recruitment Database To Aid In The Hiring Of High-Quality Candidates
Whether you're using a spreadsheet or the full-scale automated repository, you should avoid the inaccurate and the poor-quality data, which might elicit the unwanted consequence in your recruitment process. 45% of recruiters say that they are not in a good position to find the candidates with the exact skills they need (Business LinkedIn).
So, how can the recruiters upgrade and maintain their database?
Clear Inaccurate Data: this is the number of steps geared towards creating a decent recruiter database. Eradicating the duplicate and inaccurate information delegate quality assurance to the recruiter's database.
Filter The Candidates: is the recruiter database is already clean and shiny. Classify your applicants according to some special and specific features that you feel are right to take you to the next step. Why filter candidates? This is important to help you navigate your database base faster.
Archive the Old Recruitment Data: some data might become outdated; however, total removal of the database might be a very big mistake in the department. It's a brilliant idea to store the old data to return them when you need them easily.
Know the Right Scope of Candidate Data: This is a simple step yet essential. You should figure out the candidate data that you need the most. Don't miss any of it accidentally. For example, data such as applicants' addresses, email, full name, and phone number are needed staple for recruiters. Additionally, ensure that the candidate's personal information is stored safely and only used by the right intended people.
Automate Your Game: recruiting and database management needs a lot of effort, energy, and time. If your organization is well oriented for active recruitment, applicant tracking system (ATS) if of great importance to your hiring efforts.
Upgrading the recruiter database should not be done for the sake of it. Reaping the benefits of good data is real. A good database enables recruiters to make talent acquisition bigger, better and faster.