{"id":3988,"date":"2020-03-28T08:01:50","date_gmt":"2020-03-28T08:01:50","guid":{"rendered":"http:\/\/www.big5assessments.com\/blog\/?p=3988"},"modified":"2022-04-25T11:28:44","modified_gmt":"2022-04-25T10:28:44","slug":"data-driven-recruitment-vs-traditional-recruitment","status":"publish","type":"post","link":"https:\/\/www.big5assessments.com\/blog\/data-driven-recruitment\/data-driven-recruitment-vs-traditional-recruitment\/","title":{"rendered":"Data Driven Recruitment Vs. Traditional Recruitment"},"content":{"rendered":"\n<p class=\"has-normal-font-size\">The differences between data driven recruitment and\ntraditional recruitment are significant. Simply speaking, traditional recruitment\ninvolves relying on the data gained from a CV and an interview and using this\nto make a decision. Therefore, a lot of your information is qualitative and\nrecruiters must rely on their \u2018gut\u2019 feelings and intuition to make hiring\ndecisions. Whereas, data driven recruitment relies on tangible facts and\nstatistics to inform your hiring decisions. <\/p>\n\n\n\n<div class=\"wp-block-image\"><figure class=\"alignleft is-resized\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/www.big5assessments.com\/blog\/wp-content\/uploads\/2020\/03\/Screen-Shot-2020-03-28-at-07.59.04.png\" alt=\"\" class=\"wp-image-3989\" width=\"281\" height=\"280\" srcset=\"https:\/\/www.big5assessments.com\/blog\/wp-content\/uploads\/2020\/03\/Screen-Shot-2020-03-28-at-07.59.04.png 369w, https:\/\/www.big5assessments.com\/blog\/wp-content\/uploads\/2020\/03\/Screen-Shot-2020-03-28-at-07.59.04-150x150.png 150w, https:\/\/www.big5assessments.com\/blog\/wp-content\/uploads\/2020\/03\/Screen-Shot-2020-03-28-at-07.59.04-300x300.png 300w\" sizes=\"(max-width: 281px) 100vw, 281px\" \/><\/figure><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Traditional recruitment tends to focus on hard\nskills\u2026<\/h2>\n\n\n\n<p class=\"has-normal-font-size\">Traditionally, recruiters placed a lot of focus upon the\nhard skills a candidate possesses. Hard skills are skills that can be taught\nand have been acquired over time. These skills tend to make up the majority of\na CV. Data driven recruitment, which utilised psychometric testing amongst\nother data collection methods, focuses mostly on soft skills, such as\nwork-ethic, communication and personality, which are much more difficult to\ncultivate. It has been shown that soft-skills, including behaviours and attitudes,\nare far more valuable to recruitment, as any hard-skills required for a\nposition can be taught after the fact. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gut Feeling Vs. Facts and Data<\/h2>\n\n\n\n<p class=\"has-normal-font-size\">When you are looking at the differences between traditional\nrecruitment and data driven recruitment, you are essentially weighing up the\ndifference between hiring based on instinct or facts. Hiring based on instinct\nand gut feeling is little better than rolling a dice. The chances that you will\nfind a quality hire using this method are far less than if you were to\nincorporate data into the recruitment process. Simply incorporating\npsychometric testing improves selection outcomes by 24%. Incorporating other\ndata (such as employee turn-over) into the mix improves outcomes even further. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Summary<\/h2>\n\n\n\n<p class=\"has-normal-font-size\">Traditional recruitment vs. data driven recruitment is\nsimply like comparing new methods to outdated ones. When the collection of data\nis so simple and quick, it makes sense to use this to inform your hiring\nprocess. Using data to inform your recruitment process not only removes bias,\nbut also saves time, money and improves the quality of hire too.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The differences between data driven recruitment and traditional recruitment are significant. Simply speaking, traditional recruitment involves relying on the data gained from a CV and an interview and using this to make a decision. Therefore, a lot of your information is qualitative and recruiters must rely on their \u2018gut\u2019 feelings and intuition to make hiring [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":3989,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[88],"tags":[29,90,56,91],"class_list":["post-3988","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data-driven-recruitment","tag-data","tag-gut-feeling","tag-recruitment","tag-soft-skills"],"_links":{"self":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3988"}],"collection":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/comments?post=3988"}],"version-history":[{"count":2,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3988\/revisions"}],"predecessor-version":[{"id":3991,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3988\/revisions\/3991"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media\/3989"}],"wp:attachment":[{"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media?parent=3988"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/categories?post=3988"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/tags?post=3988"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}