What Type of Data Do You Use in Recruitment?


Heather Bennett

Recruitment is a critical process for any organization looking to build a strong and talented workforce. To make informed decisions, recruiters rely on various types of data that provide insights into candidates’ qualifications, skills, and overall fit for the role. In this article, we will explore the different types of data that are commonly used in recruitment and how they contribute to the hiring process.

Resume Data

One of the most common sources of data in recruitment is the resume. Resumes provide recruiters with a wealth of information about a candidate’s work experience, education, certifications, and skills. When reviewing resumes, recruiters often look for keywords and phrases that are relevant to the job description to assess if the candidate possesses the necessary qualifications.

Interview Data

Interviews play a crucial role in gathering data about candidates. During interviews, recruiters ask questions to assess candidates’ technical abilities, problem-solving skills, communication skills, and cultural fit within the organization. Interviewers take notes on important responses and observations during these conversations to evaluate each candidate’s potential.

Assessment Data

In addition to interviews, assessments provide valuable data points in the recruitment process. These assessments can include aptitude tests, personality assessments, coding challenges, or case studies. The results from these assessments help recruiters gauge candidates’ abilities and potential performance in specific job roles.

Reference Data

References are another valuable source of data during recruitment. Candidates provide references who can vouch for their character, work ethic, and abilities. Recruiters often reach out to these references to gather additional insights about candidates before making final decisions.

Social Media Data

Social media platforms have become an increasingly important source of information during recruitment. Recruiters often search for candidates on professional platforms like LinkedIn to gather additional details about their professional background, recommendations, and connections within the industry. However, it’s important to consider the privacy and legal implications of using social media data in the hiring process.

Performance Data

In some cases, recruiters may have access to a candidate’s performance data from previous roles. This can include performance reviews, sales figures, project outcomes, or any other relevant metrics. Analyzing this data provides recruiters with insights into a candidate’s past achievements and their potential for success in future roles.


Recruitment relies on various types of data to make informed decisions about candidates. From resume data and interview feedback to assessment results and social media profiles, each data point contributes to evaluating a candidate’s qualifications, skills, and overall fit for the role. By gathering and analyzing these diverse sources of information, recruiters can make more accurate hiring decisions that lead to successful placements within their organizations.

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