How Do You Use HR Analytics in Recruitment?

From assessing candidates accurately to ensuring the recruitment process is as efficient as possible, here are 14 answers to the question, “How do you use HR analytics in recruitment?”



Reduce Time to Hire

My experience with HR analytics in recruitment has been quite positive. It’s been instrumental in efforts to assess candidates more accurately, identify areas of improvement, and reduce our time to hire. 

We have determined easily which parts of the recruitment process are inefficient and could be improved by analyzing data around the different stages and associated costs. For example, by using HR analytics, we found out that our initial phone screening was taking too much time and it needed to be shortened. 

This allowed us to hire new employees quickly without compromising on the quality of the candidate. Overall, HR analytics is proving to be an invaluable tool for improving our recruitment process.

Antreas Koutis, Administrative Manager, Financer


Share ENP Data


When recruiting, you can make the company more enticing by sharing the company’s employee net promoter score (ENPS). You can use survey results to give candidates a very transparent view of how well things are going and if employees are satisfied. Influential organizations will even have this data available to managers, which helps candidates understand how engaging their potential boss is.

Logan Mallory, VP of Marketing, Motivosity


Shows a Tangible Reflection of Company Culture


With every employer’s recruiting page claiming the same cultural buzzwords, it’s hard for potential employees to sift through the marketing jargon to find a real cultural fit. Analytics can be a solid differentiation strategy. 

The progressive employers that make up our clientele use employee survey results and health and wellbeing outcomes reporting early in the interview process. This makes company culture claims (like “employee-centric,” or “cares about the whole employee”) tangible and shows in a real, quantitative way the company’s commitment to the wellbeing of their teams.

Colleen Kavanagh, CEO, SoulBeing


Assess Bounce Rate


A useful method of effectively using analytics data at the requirement stage is to assess your bounce rate of applicants at closing stages in line with your offering to applicants. 

For example, if you’re seeing a large bounce rate of candidates who get to the final stages but decide not to accept a role, then you need to assess aspects such as your onboarding processes and employee perks as a means of retention to avoid losing qualified candidates at the final stages.

Wendy Makinson, HR Manager, Joloda Hydraroll


To Identify Which Channels Successful Hires Came From


By analyzing data on where successful hires came from, organizations can identify the most effective recruitment channels and adjust their recruitment strategies accordingly.

For example, we’re using HR analytics to track the sources of our job candidates, such as job boards, social media, employee referrals, or other channels. By analyzing this data, we’re determining which specific channels are generating the most of our successful hires. Based on this, we’ll also start adjusting our recruitment efforts to focus on those channels.

Johannes Larsson, Founder and CEO,


Examine Candidate Data and Identify Trends


HR analytics can analyze candidate data and identify recruitment trends. Data points like job history, education level, salary expectations, work experience, and more can create candidate profiles and find ideal fits for open positions with the company. 

HR analytics can also help to predict how successful and engaged a potential hire will be if they are hired. It can also identify any potential skill gaps in the existing workforce and identify areas for improvement in the recruitment process.

Tawanda Johnson, HR and DEI Consultant, Sporting Smiles


Help Philanthropic Organizations Define and Refine


By leveraging analytics, philanthropic organizations can analyze candidate data, including skills, education, experience, and diversity metrics, to identify the most qualified and suitable candidates. 

Analytics also help us identify potential biases in the recruitment process, allowing our NGOs to address and mitigate them. Analytics can provide valuable insights into recruitment trends, enabling our network of philanthropic organizations to make data-driven decisions and improve their recruitment strategies.

James Scott, Founder, Embassy Row Project


Increase Financial Support for the Recruitment


Businesses can attract more talent during the hiring process by utilizing a variety of channels. However, this can cause greater operating costs. Using HR data analytics makes it simple to compare several recruitment channels and choose the best one(s). HR data metrics displayed the number and qualifications of potential employees attracted through each channel. We can choose the most qualified and pertinent applicants using the data insights got at the lowest possible cost to the company.

Leonidas Sfyris, CTO, Need A Fixer


Eliminate Hiring Process Bottlenecks


HR data analytics simplifies the tracking of the communication between the hiring staff and the employment candidates. I can find the areas that create delays in the hiring process by tracking contact via email or other message systems. One factor contributing to a drawn-out hiring process may be the hiring manager’s permission. 

HR data analytics can identify delays and the points in the hiring process where they occur. Increasing the hiring process’s efficiency will increase candidates’ trust in the company as a legitimate employer. Long-term talent attraction benefits from the effectiveness and efficiency of the recruitment process.


Nick Edwards, Managing Director, Snowfinders



Check Repetitive Patterns to Predict Outcomes


HR analytics provide you with information on repetitive patterns. Well, this is an effective tool for hiring managers. Repetitive patterns help to identify existing problems and future problems. You can make a better decision based on existing data and repetitive patterns. When you hire candidates after going through patterns, you can hire the best candidate.

It also helps in knowing employee turnover in a company. If you find issues, you can go for remedial developments. Identifying the best talent becomes easier for leaders with the help of HR analytics to find repetitive patterns. This analysis helps in better employee engagement. You can make better training policies for the candidates you hire.

Repetitive patterns show what candidates want, and how long they can stay in a company. If you have an idea about the same already, it would be easy to hire the right talent on time.

Saikat Ghosh, Associate Director of HR and Business, Technource


Analyze Data from Pre-Employment Assessments


One way we use HR analytics in recruitment is to analyze the data from pre-employment assessments to identify the skills and characteristics that are most predictive of job success. Pre-employment assessments, such as cognitive ability tests and personality assessment tests, provide us with valuable data on a candidate’s ability, traits, and fit with the role and organizational culture. 

By analyzing this data, we have been able to identify the specific skills and characteristics that are most closely linked to job success. For example, if the data shows that high-performing employees in a particular role score high on a certain cognitive test, we use that information to screen candidates for that skill during the recruitment process.

Logan Nguyen, Co-founder, MIDSS


Allows for Data-Driven Decisions


HR analytics can help organizations make more data-driven decisions about their hiring processes and create greater efficiencies. Using data to identify the source of hire and cost per hire, HR analytics can also create predictive models that can help identify which candidates are most likely to be successful in specific roles. 

Analyzing data on previous successful hires, such as education, experience, and skills, can help create a model that can screen future candidates, improving rates of successful hires. 

HR analytics can measure and track diversity and inclusion metrics as well, such as the representation of different demographic groups in applicant pools and hiring rates for each group. This can help organizations identify areas for improvement and make progress toward diversity and inclusion goals.

Renee Frey, President, TalentQ


Evaluate Job Market Trends


HR analytics can track changes in the job market and identify skill gaps, allowing employers to adjust their recruitment strategies in order to stay competitive. This helps ensure that the organization can attract and keep the best talent.

Michael Chen, Growth Director, Notta


Provide Insights Into Candidate Qualifications


HR analytics can provide recruiters with insights into candidate qualifications, allowing them to better assess the fit of applicants for certain roles. You can analyze this data to identify the best candidates for specific positions and ensure the recruitment process is as efficient as possible.

Ranee Zhang, VP of Growth, Airgram