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How Businesses Can Better Empower Their HR Teams

Data-Driven Intelligence, Programmatic| Views: 803

As technology advances, people are constantly finding new ways to search for a job.

Despite such changes, many HR teams are lagging behind.

There is increased complexity in placing job ads in front of the right audience using conventional methods. Between using inefficient solutions and having many of their duties outsourced, recruitment teams may feel they don’t have what they need to attract job seekers today.

It’s beneficial for businesses to consider investing in and embracing updated recruitment technology, such as a programmatic recruitment platform.

To date, the HR industry has had to primarily rely on manual processes, leaving it behind in a world where every other marketplace has moved into the digital sphere.

I recognized the challenges in this industry and wanted to take the opportunity to improve upon the current solutions available.

While working with major commerce brands like Walmart, eBay, and Expedia, I helped design clients’ digital advertising strategies, creating digital consumer acquisition experiences by leveraging audience data with the best programmatic solutions available.

The process we would take them through was similar to the following:

Step 1: Organize audience insights

Step 2: Design compelling ad creative and content

Step 3: Execute with integrated technologies

Step 4: Reach audiences across screens

Step 5: Measure the impact

Since HR teams need to leverage and embrace similar audience insights and solutions to help them better scale their businesses, we used this as our north star when building the Perengo platform. We wanted to apply this same strategy to the recruitment industry.

Give HR The Best Available Tools

Recruitment solutions like applicant tracking systems (ATS) and programmatic recruitment platforms have come a long way in terms of cost and accessibility.

Now more than ever, businesses should be putting them in the hands of their HR team to help optimize internal processes and output.

In the past, this leveraging of recruitment performance data would have required a great amount of labor on the part of the HR team. Today, optimization and technology have made it possible for HR professionals to focus their energy on improving top level efforts, such as defining workforce growth strategies, optimizing onboarding, and analyzing employee retention ratios.

But a platform is only as good as the quality of its actionable data.

Familiarize The Team With Recruiting Data And KPIs

Granting access to more efficient technology solutions simultaneously improves an HR team’s access to the most relevant data to best optimize the ad-to-hire process.

Data acquired through a programmatic recruitment platform allows HR teams to see where they may have bottlenecks in the application, hiring or onboarding process and help predict the number of hires, hiring cost and time-to-hire.

Each phase of the ad-to-hire process comes with its own unique data sets and metrics which are important to know for the best recruitment experience — for HR teams and the job seeker.

For some businesses, one of the more crucial data sets to analyze is the duration of the hiring process itself.

By showing how long an applicant is spending in each stage of the application funnel, from clicking on an ad to starting their first day, HR teams can optimize in real time.

Connecting data across platforms in the moment, will empower HR leaders to put their energies into the aspects of their job that can’t be automated.

Focus On The Human Element

If a business wants to win, they have to give their HR team the best solutions possible to find the right match for each job at the company.

This creates a professional environment where your business will be more likely to shape the marketplace as a whole. By giving your HR team ways to automate the campaign management process, they’re free to focus on other challenges—and offline responsibilities can now receive more attention.

One of these challenges is fostering long-term professional relationships.

Since this process cannot yet be automated, an HR team’s responsibility doesn’t stop once someone is hired. They must continue to ensure happiness to retain the employees they bring on.

That’s why businesses need to be digging deeper into the data available to them in order to best understand how their recruitment efforts can be scaled. By combining data analytics with efficient programmatic solutions, HR teams will have the power to significantly improve the way they reach and hire talent.

The best companies are created by the best employees, and that begins and ends with the recruitment process.

About Spencer Parra

Spencer Parra is the VP of Product Management for advertising and data products at Radancy. In that capacity, Spencer and his team of product managers, program managers, data scientists, and data analysts work to develop products in a data driven mindset. As the leader of Advertising products, he works to bring a holistic full funnel approach to Radancy’s advertising technology stack with Programmatic Jobs at its foundation. Through data products, he tells the story of media performance via Radancy’s Metrics Gateway and helps ensure data is democratized through Radancy’s unified platform. Spencer came to Radancy from the Perengo acquisition in mid 2019 where he served as Lead Product Manager and a member of the founding team. With Perengo, he worked towards the vision of leveraging the same rigor and concepts from ecommerce advertising technology to the recruitment advertising space. Prior to Perengo, Spencer launched and supported in-app advertising products at Criteo as a solutions engineer. Spencer holds a B.S. in Aerospace Engineering from the Massachusetts Institute of Technology.

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