The days are gone when a job prospect could walk into a business, get an interview, shake some hands, and get hired. Today’s manufacturing businesses must adopt a data-driven hiring process that helps them fill roles faster, reduce turnover, and find the right people.
How can your company meet this goal? Keep reading to learn more about the role of data-driven insights and how they can improve your hiring and retention processes.
Understanding Candidate Behavior Through Data
Collecting the right types of data can offer insight into candidate behaviors. Essential metrics to track include:
- Where do top candidates come from (do they apply for jobs after visiting your website, seeing ads on Google, or visiting a site like LinkedIn?)
- When the most appealing candidates apply (maybe the same day that you post an ad or as late as a month after posting)
- Reasons candidates give for accepting or rejecting job offersÂ
You can use these and other data points to learn more about:
- Optimizing job postings (maybe certain job descriptions attract the candidates you want to hire)
- Shifting interview schedules (it’s possible that scheduling interviews within a certain timeframe helps you hire the best candidates)
- Targeting ideal applicants (perhaps your ideal applicants tend to interact with your company via mobile devices instead of desktop computers)
Refining the Hiring Process With Metrics
Once you’ve used data to understand applicant behavior, you can start refining your hiring process to attract and secure the candidates who will bring extraordinary talent to your manufacturing facility.
Streamlining and refining processes often begins with identifying pain points. Where does your process break down, creating difficulties for applicants or hiring managers to make progress? Pay particular attention to time-to-fill, source-of-hire, and offer acceptance rate to discover areas for improvement.
Ideally, you should have a real-time dashboard with built-in predictive analytics. These tools can give you critical data when it matters, so you can pivot before losing a highly talented applicant.
Real-time dashboards also make it easier for hiring managers to observe essential data points collected during the recruitment, hiring, and onboarding processes. Even the smallest hiccup could interfere with an important hire. Plus, you can typically use these dashboards to generate reports you can take to other managers when you want to advocate for change.
Improving Retention by Analyzing Fit
Recruiting, assessing, hiring, and onboarding a new hire requires a lot of time and money. Unfortunately, research shows that about 51% of employees are open to leaving their companies to explore new opportunities.
The good news is that 42% of employee turnover is preventable. In fact, you could start improving retention before you even hire someone.
Analyzing a candidate’s fit is a good way to determine whether they will last within your manufacturing company. This should go beyond ensuring candidates have the right skills to do the job. You should also talk to them about company culture. If someone doesn’t seem enthusiastic about your culture, it probably won’t take long before they start exploring openings at other companies.
Remember that people bring their whole selves to work. It isn’t just about doing a job. It’s also about finding a work environment where they feel comfortable and excited.
The Role of a Recruitment Partner in Data Strategy
While large corporations might have HR departments that can accommodate the costs of innovative recruitment and data-collection technology, smaller manufacturing businesses might not have enough extra money for those tools.
That’s why it often makes sense to find a recruitment partner that understands the importance of data-driven strategies.
MRINetwork relies on data to make informed decisions. We monitor industry trends, optimize hiring processes, and continually reconsider our approaches to give every partner the services they need to build a reliable workforce.
We also have a large pool of qualified candidates with extensive experience in the manufacturing sector. Whether you want to hire a mechanic to keep machines in top condition or an executive to manage your financials, MRINetwork has the right connections to help.Â
The recruiting process becomes even more successful when we apply data to our decisions, making it possible to prioritize the factors that matter most to you. That might mean finding someone who fits your company culture or focusing on candidates willing to learn new skills and keep up with evolving technologies.
Don’t Just Hire—Optimize
Every interaction with a job candidate creates a data point. Manufacturers that embrace that reality will find more opportunities to build stronger, agile workforces that adapt to their unique needs. You end up securing your future and keeping workers happy.
Data-driven hiring has become essential to business success. Let MRINetwork help you turn hiring into a measurable business advantage that puts you ahead of competitors.
Reach out today to find an MRINetwork office in your area.Â
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