Data decay happens naturally because of how often people change jobs or titles, companies go out of business, and mergers occur. Because of this, many organizations are working with B2B databases that are cluttered with outdated, invalid, or incomplete contacts. Dirty data impacts all areas of an organization, including marketing, lead generation, customer relationships, and finance.
The experts at ZoomInfo put together an infographic outlining data decay’s costly impact. Here are some statistics for you to pay attention to:
62% of organizations rely on marketing and prospect data that’s up to 40% inaccurate
Up to 25% of B2B database contacts contain critical errors
40% of business objectives fail due to inaccurate data
1-10-100 rule: It costs $1 to verify a record as it’s entered, $10 to scrub and cleanse it later, and $100 if nothing is done
No matter what job you’re in, tracking metrics of some sort is usually an important part of the job. It’s no different for recruiters. But a recent survey by ZoomInsights found quite a range of metrics used to track recruiting performance. According to the survey, more recruiters track source of hire (72.8 percent) than any other metric. “Time to fill” came in a close second (72.1 percent). Referral rates (33.8 percent) and candidate satisfaction (35.7 percent) were at the bottom of the list. Note that the results add up to more than 100 percent because we asked respondents to choose all metrics that applied to them. In our open-ended “other” response, recruiters mentioned the following additional metrics: lead-to-application ratio, lead-to-hire ratio and application-to-hire ratio, among others.
When it comes to tracking the performance of recruitment advertising, the ZoomInsights survey found a continental divide. About half track advertising return on investment and about half do not.
The complete results of the research are in an article on ZoomInsights.
You might think you’ve left no stone unturned as you search for the best and brightest candidates. But according to Jacelyn Swenson, manager of community-based social business marketing initiatives for IBM, you might have overlooked a very valuable resource. In a new ZoomInsights article, Swenson emphasizes the importance of cultivating relationships with former employees.
The article points out several advantages of maintaining relationships with happy former employees, including:
No one beside current employees knows the company better
Former employees often know people who’d be good candidates
Sometimes the best option is to re-hire a former employee
The article provides valuable advice on how to keep former employees engaged so they’ll be assets to your recruiting programs. Check it out!
As a recruiter, you have more information sources than ever at your disposal to help find candidates for open positions. But to use them effectively, you need solid keyword skills, of the sort your high school librarian may have taught you. Chris Murdock, senior partner at IQ Talent Partners, can help if you’ve forgotten those long-ago lessons.
A new ZoomInsights article explains the keyword strategies that yield the best results. For example, Murdock starts by using many keywords to produce a small list of possible candidates and then gradually expands the pool by making the search less and less specific.
These and other ways to improve search efficiency and effectiveness appear in the article. Check it out!
What if you had a deep understanding of what drove candidates, what moved them, how they'd fit in at your company and what they were really looking for … before they ever set foot in the door? No crystal ball required. Personas can get you there.
Regularly used by marketers, personas predict the behaviors, attitudes and motivations of a group of people. Because they share certain traits, the members of these groups tend to make similar decisions. Sourcers and recruiters can leverage these likenesses to speed up the hiring process, inform candidate decisions and generally make themselves look smart.
A new article on ZoomInsights looks at how recruiters can benefit from creating personas. It also introduces the process of creating them.
If you don’t want to admit that selling is a major part of the recruiting process, you’re not alone. But recruiters with superior sales skills are consistent top performers.
A new ZoomInsights article explains that sales skills are a basic core competency that all recruiters must have. The article also helps readers build three important sales skills to improve their results:
Focusing on candidates’ pain points
Obtaining commitment (closing)
As recruiting expert Nancy Parks puts it, “Having solid sales skills will make you more resilient and help you know what to do in challenging situations.” Read more on ZoomInsights.