How to build a better recruiting strategy with analytics from CareerBuilder. Check out http://corporate.careerbuilder.com/bdas for more information.

1. Which positions are essential to this organization?
Which positions are we looking to add over the next year?
What data can we collect from other areas of the
business that will give us insight into what the next year
and beyond will look like?
What data will help us understand and predict product
and purchasing trends?
Which current products — including ATS, CRM and
recruitment marketing software — do we use to recruit?
Can we map out our current recruiting process from
source to onboarding?
What is our average time to hire?
What is our average screen/interview to hire?
How many recruiters and/or hiring managers do we have?
What are our three biggest pain points in your current
recruitment process?
Are our average time-to-hire and time-to -interview
numbers where they should be? If not, why not?
Which of our team members could benefit from
increased transparency and a story around our data?
What business problems can we solve with data?
BIG DATA RECRUITING CHECKLIST
BDAS
RECRUITING ANALYSIS MARKETING AND BRANDING SPEND AND EFFICIENCY
Is our career site easy to find?
How long on average does it take to go through our
application process?
How long are our job descriptions?
Are our job ads SEO friendly?
Do we list compensation information?
Is our career site responsive or does it offer a mobile
apply option?
Does our career site allow candidates to connect with us
even if they’re not yet ready to apply?
Which positions do we still have open?
How many of these are entry-level, mid-level,
management and/or executive positions?
Which job boards do we use?
Do we have a culture page, a talent community and a
CRM to communicate with candidates?
Twitter
Facebook
Instagram
LinkedIn
Other
What does our career site traffic look like?
What does our job board referral traffic look like?
How much do we estimate we will spend per recruitment
channel?
What will our recruitment workflow steps be?
What recruitment roadblocks do we have?
What is our recruitment spend?
What do our hires year over year look like?
What should we do — if anything — to change these
processes?
RECRUITING ANALYSIS: Understand what recruitment
data points are most important for your organization
right now and how you can use it to mitigate your specific
pain points.
MARKETING AND BRANDING: Understand how
candidate experience can play a role in impacting your
employment marketing and branding efforts.
SPEND AND EFFICIENCY: Identify areas in your process
that could use improvement and greater efficiency.
SOCIAL MEDIA
On which of the following social media platforms do you have
a presence to get more exposure to your opportunities?
LIST
ANALYZE
IDENTIFY
REVIEW
ASSESS EXAMINE
DISCUSS
REQUEST A DEMO AT
CAREERBUILDER.COM/BDAS