Digital driven recruitment From 2022 recruitment Trend Report

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87% of HR professionals said they would track candidate outreach data. The way they collect data is different: 44% of the teams track their own activities; 43% of teams use automated solutions to track open / click / reply rates.

More than three-quarters of HR teams use data to track source / recruitment activities at the top of the funnel. 82% of the respondents said they would track the activities of the source / Recruiter; 72% of HR leaders said their team would track these data. This indicates that either some HR leaders do not know exactly what their team is tracking in the field, or they think the data tracking is not good enough.

Three quarters of HR teams use data tracking funnel activities to identify bottlenecks in the recruitment process and optimize speed and candidate experience.

54% of small businesses (999 full-time employees or less) said they tracked diversity through a funnel to ensure fairness. 68% of enterprises’ human resources departments have achieved tracking diversification.

80% of recruiters and 69% of HR leaders said they used historical data to predict future activities such as recruitment, capacity planning and resource allocation.

Gem asked HR leaders if they knew what their per unit resource productivity (PPR) was. More than half of the respondents (52%) said they did not know what their PPR was.

Regardless of the size of the company, the first three KPIs tracked by HR leaders include recruitment time, recruitment source and channel pass rate.

Generally speaking, large enterprises are more likely to track KPIs than small ones; But the biggest difference lies in diversity: 59% of large enterprises have realized tracking diversity; Only 44% of small companies do so.

77% of HR leaders said they would regularly share data with senior management and leadership.

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