#008 - Data-based Recruitment

Key takeaways from this episode

The threshold for changing jobs is high. Convincing people of why they should do it ought to be an obvious priority.

• For retail the marketing funnel is usually very sophisticated: from attracting the customer, to engaging them, all the way through to a purchase. The same needs to be done for recruitment. 

We Select collected data from over 5,000 of recruitments.

• Although not founded as a technology-first company, We Select were quick to realise the potential that good data management practices could have further down the line. 
• They used data on the hire’s performance in the job as the ultimate metric for whether the hire was a good fit.
  

Selling something that no one knew they should want was hard at first, but they knew they were onto something when they succeeded in filling a seemingly impossible role.

• The client was open to any type of background and experience. What was most important to them was that they were a good culture fit. 
• They interviewed people at the company (who weren’t managers) to get a sense of the general company culture, then they created target groups and started looking at patterns for how people interacted with their ads. When a good candidate came through, they programmed the algorithm to put through more candidates that matched that person’s interaction pattern. 
• The client’s normal culture fit success rate was 1/10. With We Select, the success rate was 7/10.
  

Rickard’s advice to others starting on their journey?

• Talk to people who have done it before. Most people are happy to share their experiences!