Week of May 20th, 2024
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Data-Driven versus Information-Driven Decision Making by Jeremy Lyons
Which came first: data or information?
This could be the chicken and egg debate when it comes to recruiting analytics, but one thing is for certain: you will hear nearly everyone say, “We want to be/are data-driven!” Oddly enough, though, many of these organizations aren’t data-driven but rather information-driven.
What do you mean by data-driven and information-driven decision-making?
Data-driven decision-making bases decisions on the analysis of raw data, emphasizing quantitative data, statistical models, and algorithms to identify patterns and insights. It focuses on objective, measurable facts and uses analytical tools to derive unbiased insights. Examples include using historical sales data for forecasting, demographic data for marketing campaigns, and performance metrics to improve operations.
Information-driven decision-making transforms raw data into meaningful information by adding context, relevance, and interpretation. It includes qualitative data, expert opinions, and contextual factors for a holistic view. This approach provides subjective insights influenced by context and the decision-makers' understanding. Examples include considering market trends and competitor actions for product launches, customer feedback for service improvements, and industry reports for strategic decisions.
What are the key differences between the two?
Nature of Input:
Data-Driven: Quantitative data and statistical analysis.
Information-Driven: Qualitative data, context, and expert interpretation.
Approach:
Data-Driven: Analytical and objective.
Information-Driven: Holistic and interpretative.
Outcome:
Data-Driven: Precise, objective conclusions based on data trends.
Information-Driven: Actionable information incorporating context and relevance.
What are the pros and cons for each?
Data-Driven Decision Making
Pros:
Objective Insights: Provides unbiased, factual insights based on numerical data, reducing the influence of personal biases.
Predictive Power: Uses historical data to forecast future trends and outcomes, aiding in strategic planning.
Scalability: Can handle large volumes of data efficiently, making it suitable for organizations of all sizes.
Cons:
Context Ignored: This may overlook important contextual factors that qualitative data or expert opinions can provide.
Complexity: Requires sophisticated analytical tools and expertise, which can be resource-intensive.
Data Quality Dependency: Highly dependent on the accuracy and completeness of the data; poor data quality can lead to misleading conclusions.
Information-Driven Decision Making
Pros:
Contextual Relevance: Incorporates qualitative data and expert opinions, providing a more comprehensive understanding of the situation.
Flexibility: Adaptable to various scenarios and can include a wide range of quantitative and qualitative data types.
Holistic View: Offers a broader perspective by combining different sources of information, leading to more informed decision-making.
Cons:
Subjectivity: Can be influenced by personal biases and subjective interpretations, potentially affecting the objectivity of decisions.
Data Integration: Combining different types of data (qualitative and quantitative) can be challenging and time-consuming.
Inconsistency: May result in inconsistent decision-making if different stakeholders interpret the information differently.
What are the practical applications in TA?
Data-Driven: Analyzing candidate application data, conversion rates, and time-to-hire metrics.
Information-Driven: Considering feedback from hiring managers, candidate experiences, market conditions, and industry trends.
So which comes first?
That is an excellent question, and there isn’t a true answer other than to say you need both. The ability to use either effectively comes from your data-storytelling abilities and knowledge of your audience to be able to say which is the more powerful method.
Analytics
RecOps - Your Friendly RecOps GPT Update
RecOps has handled thousands of prompts from folks. Thank you to all those who are using it and helping it learn.
Link: https://chat.openai.com/g/g-PDEG1n7fb-recops
Articles / Industry News
Articles/Graphics/Podcasts/Posts On Our Radar
Jobsync’s Unlock the Power of Data in Recruitment with JobSync's May Recruitment Marketing Roundtable (video)
Thibault Martin’s Why aren't we talking more about Recruiting Ops? (Post)
TeamOhana with Alisa Avelar for HR at the Helm (Podcast)
Greenhouse’s Unlocking hiring success: Bridging the gap between TA and finance (video)
Industry News (sorted alphabetically with space in the RecOps community in parenthesis)
Ashby (AiO) - Scheduling Design Preview
candidate.fyi (Candidate Experience) - Recommended schedules picker
eqtble (Analytics) - Using Imperfect Data to Get Results
Gem (AiO) - InterviewPlanner Acquisition
GoodTime (Scheduling Automation) - May Updates, Recruitment Metrics: What Talent Teams Should Measure and Why
Greenhouse (ATS) - 45% of candidates are ghosted by recruiters, research suggests, Trust and Security
Jobsync (Hiring Ops Platform - What Happens When Onboarding Slips into the Application Process?, Hiring Operations Playbook
TeamTailor (ATS) - The Definitive Guide to Applicant Tracking Systems
Screenloop (AiO) - Integration: VONQ
SmartRecruiters (ATS) - How To Get Started With AI in Recruitment
Permanent Articles
Job Search
Here is the list of previously listed jobs, which may or may not be available.
Additional Resource
ATS Specific Job Boards
iCIMS's HR professionals job board aggregates all the HR jobs across their customers
Workable’s job board aggregates all jobs for companies that use Workable
SmartRecruiters’ job board aggregates all jobs for companies that use SR
Denys Dinkevych's remote job board, which aggregates jobs from all the major ATS
TrueUp - Has a fantastic job board filled with information others don’t like the last time the company did a layoff, application experience based on the ATS, and more.
Boolean Strings for Specific ATS Job Search
We’ve consolidated our list of boolean search strings for RecOps professionals to make them easier for everyone. Check out the list here. Kaitlyn Elting also built a generator for you if you are worried about your attention to detail.
Thank you to Steve Levy for contributing so many wonderful strings and Gabi Preston-Phypers for QA help. Follow both of them for excellent boolean and sourcing content.
#YourNextHire / People Looking In the RecOps Community
Short Bio
I'm Veronica, a Recruiting Operations Coordinator who's passionate about optimizing recruitment processes through data-driven insights and delivering a top-notch candidate experience. I'm dedicated to empowering teams to achieve their recruitment goals efficiently and effectively. If you're seeking a force multiplier in recruiting operations, let's collaborate!
List of roles you are looking for:
Recruiting Operations Coordinator, Talent Operations Specialist
Here is a Google Sheet View for a list of people who were previously featured and are still looking.
Events
Ashby & candidate.fyi - Driving Hiring Success through Enhanced Candidate Experience
JobSync - Strategies for Securing Initial Funding and Hiring Your First RecOps Expert with James Colino
Metaview - Recruiter Screen Ep 20: Leadership Special with Louise Burgess
Screenloop - Candidate Experience: Tips You Can Implement Right Away
CoderPad - How to Prevent and Detect Cheating in Your Tech Recruitment Process
🎉 Reminders and Disclaimers 🎉
If you’d like to contribute a job, an article (one you found or wrote), or you are a company and have a product update you want featured, contact Jeremy Lyons.
Please use this form if you or someone you know would like to be featured in our #YourNextHire section. The only condition is you are a RecOps professional.
Disclaimer #1: The views and opinions expressed in this article are those of the author, and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis do not reflect the position of any entity other than the author. As critically thinking professionals, these views are always subject to change, revision, and rethinking at any time. They are not to be held in perpetuity.
Disclaimer #2: We are sponsor-free. No company below has paid us to advertise their products or share their open jobs. If that changes, we will deliberately call out where we stand to benefit. Additionally, sharing these opportunities and information should not be read as support for these companies or their practices. Regarding jobs, we share these opportunities with the community and only post roles from the company's website. We encourage possible candidates to research each one, as their inclusion does not mean we support the companies or their values.
Until next week, Regulators 😊