As a TA or HR systems manager, your internal customers already find it challenging finding the right data they need to make data driven decisions, especially when it comes to hiring. Various reasons exist for this, though locating the best talent for your corporation is already tough enough.
In many cases, it's due to lack of data organization. However, it's a good idea to audit why you're having trouble finding good talent data. Take a look at these five common data issues and how you can easily solve them.
1. Not Being Able to Find the Right Data
To find the kind of talent you need, you obviously want to find as much thorough data as possible. This might initially mean looking elsewhere rather than looking at what you already have.
It's unfortunate so many companies spend 30% of their time looking for talent data they need rather than considering data they have in their own databases.
What's worse is 40% of all talent searches usually end up not finding what they needed in the first place. Also, 40% of companies (especially tech companies) can't find the proper talent they need to fill specific roles.
You'll want some way to organize talent data on-site to avoid going around in circles.
2. Stale Data
All data is going to turn stale after a while if it isn't updated. Statistics show data decay rates are at 2.2% each month (25% annually), showing how fast you can accumulate bad data. When you become overly busy, it's easy to overlook this until it comes time to hire new people.
If you don't update your data regularly, you could end up with over 10-25% of it containing errors. As one of the biggest talent data issues, you want some way to keep everything updated regularly without it being a burden.
3. Inferior Search Features
Being able to search and find what you need about talent prospects is likely a continuing goal for you. Without a good search method, you're only going to end up creating a different perception of a prospect than what's available in reality.
Far too many talent data systems have terrible search features. The way forward on this is to find a new organization method to gather everything into a searchable database. Using abbreviations is one effective way to store larger amounts of data through one source.
Recruiting is always a group effort. Your entire recruiting staff should have the ability to search information easily on prospects at any time.
4. Data Inconsistencies
How many sources do you use to extract talent data when hiring? Using multiple sources could end up creating an inconsistent portrait of the talent you want to hire. As a data quality problem, you need to think about how you can solve the problem of duplicate content.
Duplicate data is one of the biggest issues in talent data storage. Using a reliable source to organize this data into one place, your staff won't have to contend with so many errors and data cleanup.
5. Too Many Data Silos
Some of the data silos you're using to find talent are perhaps too overwhelming. You and your staff may have to use online sources, your CRM, plus your applicant tracking system just to find key pieces of information.
Being able to integrate disparate data into one source that's accessible at any time (including on mobile) will only help save time and find the people truly right for your company.
Can you organize this data on your own, or should you seek outside help?
If you'd like our team of talent systems and data nerds to give our thoughts on your specific challenges, take a Talent Data Assessment and we'll give you confidential feedback and ideas! Or just book a demo if you want to see how our talent data lake can help.