Recruitment Blog

5 ways TA and HR managers can use data to anticipate future hiring needs

Dawn Lo
Content Marketing Manager, JobAdder

To excel in the competition for top talent, proactive workforce planning is essential. Traditional methods struggle to adapt to evolving market demands. But with a data-driven hiring strategy, TA and HR managers gain a powerful tool to forecast future needs effectively.

By seamlessly integrating data from your ATS and CRM into your recruitment analytics platform, HR and TA managers can access real-time insights. This integration empowers you to attract, hire, and retain top talent strategically. With a data-driven approach, informed decisions can be made, fostering a skilled workforce capable of achieving strategic goals.

Here are five ways HR and TA managers can use data insights to better prepare for future hiring needs:

1. Forecasting talent demand

Data insights can enable HR and TA managers to analyse historical hiring data and identify patterns and trends that indicate future talent demand. By leveraging statistical techniques and machine learning algorithms, organisations can forecast future hiring needs based on factors such as seasonal fluctuations, business growth projections, and industry trends. This approach, known as proactive sourcing, allows HR and TA managers to anticipate talent shortages and plan hiring strategies accordingly, ensuring a steady pipeline of qualified candidates.

By using data insights for proactive sourcing, TA and HR managers can identify high performing Gen Z candidates ahead of competition. With 27% of the candidate market expected to be under 28 by 2025, organisations need to implement a strong hiring strategy and tap into the Gen Z talent pool early.

By drawing on trends from data insights, TA and HR managers can personalise their approach to meet candidates’ needs, preferences and experience. Gen Z prefers a personalised approach throughout the recruitment process, so this will show that you took the time to seek their best interests and ensure they’re a great fit, rather than pitching a role to them.

Here are three ways to personalise the candidate journey:

Be candidate-centric: Take the time to get to know candidates’ needs and motivations before moving them through the application process. This will not only ensure they are suitable for the role but will also build a stronger connection and trust.

Interactive assessments: Introduce interactive assessments or gamified elements into the application process to keep Gen Z candidates engaged. This also helps evaluate their skills and suitability for the role in a dynamic manner.

A tech-centric approach: Use technology to your advantage so you can work more efficiently. AI-powered recruitment tools can assist in candidate screening, matching, and engagement, leveraging algorithms to identify top candidates and predict candidate fit. Using the right CRM and multi-platform communications will also allow for timely communication with candidates. For instance, implementing applicant tracking systems (ATS) allows recruiters to efficiently manage job postings, track applicant data, and automate repetitive tasks such as resume parsing.

Free ebook: Navigating the next wave: How to source high-performing Gen Z candidates

2. Identifying critical skills and roles

By analysing historical hiring data and employee performance metrics, predictive recruitment analytics can help HR and TA managers identify critical skills and roles that are essential for organisational success. By understanding which skills and roles are in high demand, HR and TA managers can prioritise hiring efforts and allocate resources more effectively. Additionally, a data-driven hiring strategy can help identify emerging skills and roles that may be crucial for future growth, enabling organisations to stay ahead of the curve when acquiring top talent.

3. Optimising hiring channels

Data insights can show which hiring channel is the most efficient for sourcing top talent. By analysing data on candidate sources, conversion rates, and quality of hire, HR and TA managers can identify which channels yield the best results and allocate resources accordingly. Whether it’s job boards, social media platforms, or employee referrals, predictive analytics can help HR and TA managers optimise their hiring efforts and maximise their return on investment.

4. Improving candidate quality and diversity

A data-driven hiring strategy can help HR and TA managers identify high-potential candidates who are likely to succeed in specific roles. By analysing data on candidate attributes, skills, and past performance, organisations can develop predictive models that identify candidates with the right fit for the job. Additionally, predictive analytics can help organisations improve diversity and inclusion by identifying biases in the hiring process and implementing strategies to mitigate them. An example is including neurodivergent candidates in the talent pool.

Neurodiversity covers a wide range of neurological differences such as autism, ADHD and dyslexia. Hiring neurodivergent candidate has many benefits such as unique qualities that neurodiverse employees bring, including recognition of patterns within large data sets, extended periods of focus, increased creativity, lateral thinking, and innovation. According to the Australian Bureau of Statistics, up to 40% of the population is neurodivergent.

By using data insights, HR and TA managers can ensure they’re not only hiring the best talent but also building diverse and inclusive (DEI) teams that drive innovation and success.

5. Enhancing candidate experience

Data insights can help HR and TA managers personalise the candidate experience and improve engagement throughout the hiring process. By analysing data on candidate preferences, behaviours, and interactions, organisations can tailor their hiring strategies to meet the needs and expectations of candidates. Whether it’s personalised communication, targeted job recommendations, or streamlined application processes, predictive analytics can help HR and TA managers create a positive candidate experience that attracts top talent and fosters long-term relationships.

Key takeaway

Data insights represent a game-changer for talent acquisition, enabling organisations to anticipate future hiring needs with precision and strategic foresight. Through advanced analytics techniques, HR and TA managers can optimise their hiring strategies, improve candidate quality and diversity, and enhance the overall candidate experience. 

Explore this ebook to learn more about data-driven recruitment and use our 10 hiring metrics to grow your database and increase your access to high quality candidates.

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