Another day comes to an end with the hiring manager telling you that a new hire isn't meeting expectations. New hires who don't work out not only break the trust in the recruitment process but cost the business money. For small businesses, the cost of a wrong hire could reach $8,000 and up to $240,000 for larger firms. These numbers exclude the costs of reduced productivity, brand damage, reduced employee engagement, and increased time managers spend mitigating poor performance and finding replacements.
As a recruiter, you depend on the information the hiring manager gives you to prepare a job posting and find the right candidates. Plus, you discover that your range of qualified candidates is small. Without having a technical background, and using a small sample size for reference, it can be a challenge for you to discover why the previous hires turned out to be bad hires.
You might think that an Applicant Tracking System (ATS) could help broaden your scope of data talent acquisition. However, you will be surprised to find out that ATS will not help you. Here’s why.
Why Your ATS Can't Help You Find Quality Hires
Ideally, the ATS will connect to your broader HRIS system and Learning Management System - all of which would help you a) identify internal candidates and b) help you zero in on things that make a good hire...and what to watch out for, based on the past performance of others in similar roles.
Within the ATS itself, depending on the system you are using, if the hiring manager at your company enters specific default requirements, you may not be able to overwrite the criteria to change the scope of your search. This action prevents you from searching for comparable technologies or experience.
So, while the ATS can be your best friend in managing the candidate status and process, it can also be a hindrance in finding the best new hire. In today's competitive hiring environment, you need flexibility to be creative in your recruiting in order to meet the actual talent needs.
How A Talent Analytics Partner Can Broaden Your Range of Prospective Talent and Help You Meet Hiring Expectations
When you want to broaden your range of prospective qualified talent and ensure you bring in quality candidates, working with a data analytics talent partner can help. By partnering with an organization that prescreens your candidates for competencies, you can reduce your research time. Plus, you will increase the pool of skilled candidates for you and your hiring manager to choose to interview.
It is unlikely you could do away with your ATS. However, that doesn't mean you have to be restricted to it from start to finish.
Chisel Analytics can help you find the right data science talent for your company, and provide you simple tools to assess, interview and hire the talent you need.. Whether you are recruiting for a specific need, team growth, or a change from your current direction, we can partner with you to find qualified data professionals with the skill sets you need.