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The Danger in Duplicate Data

Data-driven recruiting strategies are more likely to reduce hiring costs and often result in better hiring decisions, but what happens if your talent acquisition data is less than optimal? Nearly 30% of company leaders say they aren’t sure how accurate their internal data is. Our internal research shows that duplicate data is a far bigger problem than teams think it is.

Why is Duplicate Data So Bad?

It’s simple: The more duplicate data your team is gathering, the more time and money that is being spent collecting unnecessary data. If you already have it, why are you going out to gather it?

While the logic is simple, how duplicate data happens is rife with legacy software problems and inefficiencies. 

How Does Duplicate Data Happen?

If I asked you how many candidate profiles are in your database, could you give me an exact number? While most teams can give a general idea, without accurate insight and analytics into your data, you probably can’t give that exact number. In fact, according to an survey, 24% of respondents stated that their ATS doesn’t have good reporting/analytics functionality.

The visibility of data is an integral part of data hygiene. To put it simply: If you don’t know what you have, you don’t know what you need. Searching an internal database like an ATS or CRM is more trouble for many teams than it’s worth. Some of our users have said that on top of not searching quickly, search results have also been inaccurate because their data is messy and incomplete.

Because of this lack of visibility, it’s completely natural that recruiting teams simply don’t turn to their internal data when a requisition comes in.

But here’s why that’s a problem…

HiringSolved’s internal data shows 40-60% of all who will apply already exist in your ATS before a job is posted. So when recruiters look externally first, they end up duplicate sourcing candidates losing time and money in the process. On top of that, 44% of recruiting teams use more than just an ATS, meaning that disjointed and siloed databases make searching internal data even more complicated.

We go over how an unstructured and messy ATS could be more of a liability than an asset even though it holds millions of dollars worth of recruiting effort in our report, From Liability to Asset: Optimize Your ATS and CRM for 2021.

The Role of Talent Acquisition Data Normalization and Re-Engagement

Data normalization may sound overwhelming, but the concept is actually pretty simple. Data normalization is when data within a database is restructured and cleaned up to be usable and efficient. Cleaning up duplicate talent acquisition data through normalization gives you a more accurate representation of what you’re working with internally and helps you make better hires faster.

How many times have you wondered what sort of data is in your system? Do you know how many candidates you have ready and waiting to be contacted? 

By normalizing and cleaning up your data, you can actually use it.

Upon seeing our Data Quality Report of their internal database before integration, we recently had a client who learned that over half of their candidates had no resume saved in their ATS. Our client’s initial reaction was to completely delete and purge them because they didn’t see any value in incomplete profiles. We had a different idea.

Our team suggested that they reach out to those candidates and request their resumes as a re-engagement campaign. Since then, our client has made quality hires directly from that campaign.

Re-engagement is often the unsung hero of recruiting. Your internal database is filled with people who have already expressed interest in your company. Still, all too often, that info is locked away and impossible actually to source from effectively. 

Bringing structure and visibility to your data allows you to make conscious and strategic decisions to better use it.