Make sure that the candidate's qualifications make them ideal for the position and use the recommendation as a guarantee that you are making the right hiring decision. Data-based hiring is about using data and statistics to inform your hiring decisions, from selecting candidates to creating hiring plans. Hiring teams that use data are more likely to be efficient, reduce costs and improve their hiring. Like most employers, you're likely to perform a standard pre-employment background check on candidates, but the candidate's social media profiles can provide more details about the person as a person and as an employee, for better or worse.
In some cases, the paperwork can be one-time, in which a template is created and the necessary information is entered for each new hire. The data will help them to see what worked and what didn't in previous hiring processes and to improve their future hiring decisions. Active hiring will help generate applications from potential candidates who aren't actively looking for new jobs, but who may be a perfect fit for the available position. To start using hiring data, focus on general numbers that will help you identify weak points in your hiring process so that you can correct them and save time, reduce costs and hire better.
However, with the right hiring and onboarding process, you'll soon be able to recruit and hire the best candidates. Use the knowledge you've gained about your job candidates throughout the hiring process to make a final decision about who to hire. It filters candidates based on hiring needs and makes it easier for recruiters and hiring managers to see how candidates are performing. While it's legally risky to allow a candidate's activity on social media to influence your hiring decisions, as that can cause unconscious prejudice or discrimination, it can give you a better picture of the candidate you're interested in hiring.
It's important that everyone involved in the hiring decision is in agreement with the proper hiring process, steps, and communication channels. Whether it's your first hire or your thousandth, you must have a defined process for hiring and onboarding.