Changing the recruitment game with big data
Most companies can relate to the overwhelming work that characterises recruitment. Searching for not only the best but also suitable candidates for a position can be a daunting task. However, with modern day advancements in technology and information, numerous platforms have surfaced to aid in this process. Data has also been incorporated in the recruitment process. Companies are gaining big time from the vast of information that’s now available for making decisions. Key among them is big data. It has been regarded as the future of recruiting in many human resource and administration circles. With just the right tools, the correct combination of variables and the right connection of people, big data can enhance all recruitment and hiring processes. Companies have attested to the success of big data in their endeavours to find experts and gurus in various sectors.
Big Data and Recruitment
Companies are employing big data, base most of their searches online especially through social networks. The most popular sites that are combed include:
Some popular social sites for big data
A case of Facebook, statistics show that it stores and has access to more than 30 petabytes of data generated from users. This data is also analysed and can be a source of big data.
There is also the aspect of data aggregation. This is mostly done in-house. The following items are captured:
- Business cards
- HR databases
The details are processed by computers and are centralised into a database.
In some instances, a company can employ certain games and tests to assess the creativity and innovativeness of candidates. They also serve as a means of scrutiny for prospects. The central aspect is to elicit reactions from these candidates and match them with the required set of skills. The most suitable candidate is often the one who has the best pattern.
Algorithms are also part and parcel of big data. They are employed after all data has been gathered. The ultimate result is usually in the form of patterns and organised matches. This is always accompanied by keywords which enhance the relevancy of results.
Big data has been used as an Applicant Tracking System by various companies. The task of screening each prospective candidate is quite difficult. It’s a time-consuming process for HR practitioners and hiring managers. Big data comes in to ease the process through intensive assessments. Analytics are applied coupled with data assessments.
The process even goes to the extent of using video interviews as a viable tool. Companies have also used it as a screening tool for applications before job interviews are scheduled. Predictive analytics are employed for better positioning of candidates. It has proved to be fruitful as far as attracting, hiring and retaining top talent in various sector.
The Human Factor
Big data coupled with personal interaction is a recipe for bliss
As much as big data is becoming the new force in the world of recruitment, HR practitioners are against its total takeover of the recruiting process. This is because of the human factor. Sometimes it takes the discretion and judgment of a recruiter to settle on an ideal candidate for a specific job. Through personal interaction, a recruiter can know more about an individual candidate which may not necessarily be found using big data. Therefore, HR practitioners endorse the use of big data alongside personal interaction with candidates to enhance the whole recruiting process.
Benefits of Big Data
Increases Employee Retention
Big data can aid you in understanding your employees
Since big data predicts the behaviours of employees. Companies can effectively use this to curb employee turnover. This is done by understanding the needs of the employees, what motivates and demotivates them, what keeps them engaged, what incentives they need to work optimally and what can make them loyal to the company.
To this regard, various tools are used. They include:
- Employee engagement surveys
- Exit and stay interviews
These tools have the sole purpose of identifying causes of employee dissatisfaction. They point out the drivers of performance amongst employees. More companies are utilising this as the cost of employee turnover is becoming unbearable regardless of the size of the company.
Forecast of Future Recruitment Needs
Prepare for the future of your workforce
Planning is central to any form of business. Human resource planning is also a vital aspect of this planning. To prepare your company for growth, you must plan needs of your workforce. There are numerous ways that recruiters have done this but none has matched with big data. It has been used to gather and combine knowledge of present workforces. This knowledge goes further to provide insight into the future of this workforce.
There are certain aspects come into play. For example:
- The effect that demographic trends have on the business
- The economic factors that have a bearing on the business
These aspects are what will inform the decisions on what type of workforce is fit for your company. A certain economic trend may require you invest in a certain type of talent to steer your company in the right direction.
Big data can also assist in devising the training and development programs required at different points of employment.
Speed up the recruitment process with big data
Traditional recruitment usually takes a lot of time. It has been estimated to take about 30-45 days on the average. Some processes even take months. However, with big data, the process becomes faster owing to information recognition and evaluation. Hence, one of the perks that big data has is reducing the time that recruiters take to do due diligence on prospective employees and job candidates. Since all the required information is at hand, more time will be spent on personal interactions with the ideal candidates.
Big Data Expertise
It has already been devised that big data has positive implications on businesses. Statistics show that over 50% of the population in the U.S has access to a smartphone. In addition, there are trillions of sensors which monitor communication. Hence, there is a lot of real-time data, especially on the internet, which can be used as big data.
However, many enterprises are always torn between replicating the big data expertise in-house and purchasing it. Well, the answer is purely hedged on the organisational capacity to build the big data applications. It’s more beneficial to purchase the expertise if there is little or wanting organisational capacity to replicate it. Moreover, purchasing has functional benefits.
Nonetheless, it’s always better to apply cost-benefit analyses to evaluate the various factors that are specific to your organisation. The benefit here is the talent that you stand to discover or recruit to your company. The best alternative is one that has perfect integration with existing organisational systems. In fact, most HR practitioners are against making an entirely new system. You should be able to utilise what you have. When it comes to choosing a suitable vendor, one is better placed with one that is committed to open ways of getting data inside and outside a system.
Ideally, all recruiters in present time need to take it as an imperative to understand big data. The best recruiting teams know how to use big data to provide the best possible fits to job openings. Success stories of big data are rampant among many recruitment circles. Even though on the surface it tends to appear complicated to many people, a little knowledge of how it works is sufficient to bring a positive result. All seem to agree that, big data, if used properly, can bring a positive impact to everyone involved in the recruitment process.
Even candidates and applicants can benefit by having their presence felt online. Use a resume writing service if you have to and later share the resume in online platforms. With the competition for talent out there, it literally costs to stay behind.
Big data is just like any other tool that’s used in the recruiting process. However, it has proved to be effective, efficient and results- oriented. The secret to success with big data is using the information that’s available to you to enrich your recruitment efforts.
This is a guest post by Charles Ebert. Charles is a career mentor, motivational speaker & human resources consultant with over 10 years of experience in HR sector. Charles is a lead expert at Professional Resume Solutions.
HR Trends for 2017:
- 10 HR trends for 2017
- 10 HR Trends [Infographic]
- 1: The Consumerisation of HR
- 2: Improving Performance Consulting
- 3: From Individuals to Networks of Teams
- 4: Man-Machine Collaboration
- 5: Algorithm Aversion
- 6: HR Operations in the Lift
- 7: Who owns the people data?
- 8: One size does not fit all
- 9: The battle of the apps
- 10: Focus on the Employee Experience
- 11: Agile HR
- 12: Keep it Simple
- 13: Talent Everywhere
- 14: Organisational Network Analysis
- 15: The use of personas
- 16: The invasion of chatbots
- 17: To a more human and holistic HR
- 18: The end of static jobs
- 19: The changing scope of recruitment