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Building Partnerships Through Data

We always break down what HiringSolved does into 3 categories: 

  • Data Quality and Integrity
  • Search and Match
  • Talent Redeployment and retention. 

But here’s the secret: You can’t have two of those things without one of them. Data is the foundation of all that we do, and if you’re in recruiting or staffing, it’s pretty foundational to you, too.

But how do you join data with the personal side of staffing so that you can build powerful, data-backed partnerships?

What Is Data?

First up, what exactly is data? When we imagine the word data, people often imagine something out of the matrix: binary codes traveling through an ether that is incomprehensible to most. But data is much simpler than that. At its most basic, data is “facts and statistics collected together for reference or analysis.”

That means that data can be as simple as the pro-con list you created when you were thinking about whether to go to college or not or as complicated as the U.S. Census statistic graphs.

Within the context of staffing, data is information like pay rate, candidate contact information, job experience, job qualifications and requirements, candidate availability, and more. Simply put, it’s any piece of information you use to make a decision.

Using Data to Build Partnerships

Data is a foundational element of a very people-oriented business, like staffing. By increasing the quality and usage of data, you can strengthen partnerships with hiring managers and candidates alike.

The Hiring Manager Partnership

At its simplest, candidate and workforce data can help hiring managers to understand the reality of a situation when they hire. For example, suppose a hiring manager wants to hire 16 forklift operators in a small town in Wisconsin. In that case, data can show whether that is a realistic expectation or if there are only 9 operators with the desired skills and qualifications. This can help frame what happens next: Expand the search or maybe offer on-the-job training.

Data also helps to contextualize their available role amongst the other positions open to similar candidates. Are they underpaying? Are they expecting qualifications that are not the norm? Do the listed benefits match up with candidate expectations?

Beyond that, it can help you increase the quality of hire, increase efficiency in communication and hiring itself, and identify growth opportunities.

Applying data in a hiring manager and recruiter partnership builds a talent advisor relationship. By pairing staffing expertise with data, you make yourself a talent advisor. Being a talent advisor allows you to take an active role in the hiring process, advising rather than simply serving.

If you want to learn more about how you can take a more active role in the hiring process while caring for your mental health, and move beyond the service attitude, check out our inaugural Staffing Conversations webinar with Laura Mazzullo of East Side Staffing.

The Candidate Partnership

It’s not just hiring managers who get value out of data. Candidates also rely on you as a recruiter to be a talent advisor. It becomes even more powerful in this candidate-driven market to bring data into a candidate partnership. By providing data to a candidate whenever possible (let’s say to rein in unrealistic compensation expectations or to highlight the training needed to reach a certain level of experience), you are taking that talent advisor role a step further and building a partnership with your candidates.

Data can be as simple as the pay for a role. But it can also mean understanding what positions are available for a particular candidate.

Let’s say you are working with a candidate who is on a contract, but you use the data you have in your Talent Redeployment dashboard to get them up for their next contract before their original one even ends. With that simple act, you’re building a partnership for a career, not just a contract.

Data builds the strong foundation you need to support personal relationships and partnerships with your clients and candidates. Data also gives you the knowledge to feel confident in your role as a talent advisor and become a strategic partner in the hiring process, not just an order taker.