Imagine your current hiring strategy for your store-level positions. Thousands of applicants come in at the top of the funnel, they are pushed through your hiring process, and those who come out at the end are your best-fit hires. Processes are in place, everything works, but it can be better. The question is how.
Data is the answer. Analytics and tracking data at every stage of the hiring process is critical. It identifies your current position, reveals gaps and areas for improvement, and reduces the potential for any biases that can influence your hiring decisions.
For large retailers, your hiring processes occur on such a big scale. What is key is to understand your hiring strategy for your front-line workforce and optimize each step. This can offer significant cost and time-saving benefits, and more importantly lead to improving your bottom line by only hiring quality applicants for your retail locations.
Improve your hourly hiring strategy with data by :
- Collecting and tracking data at every stage in hiring process
- Interpreting the data to uncover valuable information
- Testing the changes
- Repeating the entire process
To achieve this, data needs to be collected at every stage of your hiring process. Set up programs and processes to easily track data. Get a good understanding of your current tools such as your applicant tracking system, Google Analytics, and other tools and understand their limitations in regards to process data and reporting. There is a growing trend in the industry with Talent CRM systems that are built specifically to provide deeper analytics than its predecessors. Many companies are moving to platforms that provide deep insights and improved ability to run multiple recruitment programs from one place.
Next, allocate time to analyze and interpret the data to reveal valuable information necessary when making hiring decisions. This is likely the hardest but most important step. Look internally for someone in your organization who might have a data analyst background or ability to create an excel model that can generate the insights you are looking for.
Finally, always be testing. Get granular by conducting A/B testing at every stage of your hiring process. Making a simple adjustment within one aspect of the recruitment process can have a big impact. For example, by simply changing the name that appears before the email address on our Mindfield email campaigns helped increase our email open rate by 12%.
Understanding the data allows you to tailor your hiring strategy to source and hire more quality candidates for your hourly jobs.
To learn more about how Mindfield can help improve the quality of your hourly workforce, click here.