Big Data and its Impact on Social Recruiting: A Quick Look

By Published April 23, 2017
Social Recruiting

Technology has long forayed into the domain of recruitment and has been highly instrumental in transforming it. While the hard copy of resume still exists, technology has become far more significant in the process of talent acquisition and recruitment. Modern-day recruiters are resorting to innovative hiring solutions, and debates about robots replacing the human resource departments are raging across industries. While new hiring sources like social recruiting have been creating ripples, technologies such as big data, machine learning and artificial intelligence have been reshaping the way; modern-day recruitment takes place.

Of late, big data analytics has been creating an uproar within the recruitment industry. Its demand is rising incredibly, with each passing day. Its rising demand is now bringing the two worlds of big data and social recruiting closer.

Social Recruiting

It has been observed that social recruiting metrics is now quickly moving towards an exact science. But there’s still time. They are not quite there yet. Therefore, companies concerned with their human capital gains are relying more on big data from social recruitment campaigns to make critical hiring decisions.

The spread of user-generated data available on social channels is surprising, as its growth rate. Needless to say, the information contained in social media channels is full of valued insights and harnessing those effectively involves the use of big data expertise.

Why syndicate big data and social recruiting?

So, big data offers tools that can be leveraged across several industries to gather, analyse and structure the data generated on social media. So, syndicating big data into social recruiting will enhance the way hiring and recruiting is conducted across industries.

If big data and social recruiting are combined, it can work wonders for the organization regarding tapping potential talent and making the best possible choices.

How does the syndication work?

While there are no particular formulae for the syndication to work, data mining often begins with leveraging information through various social channels such as LinkedIn, Facebook and Twitter for details that specify possible job candidates. This way, big data processes information gained along data gathered from different sources such as resumes, applications and sometimes even scanned business cards.

How does big data influence social recruiting?

The data over social media is still unstructured, thereby making it rather difficult. So we look forward to tools that help understand the value from the data and utilise the same to the Brand’s advantage. To meet the various ROI needs, there’s demand to turn social media into actionable data. Only the big players are able to deploy the right tools and methodologies to get this right, as they have the resources to experiment. They can find the right candidates by simply flagging the ones who are exactly matching the criterion with skills according to their requirement.

The tool can create a persona of the same match that has been designed to shortlist the candidates. Thus, Big data analytics can contribute in simplifying the recruitment process in companies by screening candidates and resumes. Consider this – all HR transactional data is now in its digital form. Businesses that are already implementing big data will genuinely have information about candidates from the time they click on to a career website till hitting the save button at the exit interview.

Is human touch still required in big data?

Well, the answer to this question in ‘yes.’ It is said because, no matter how refined the recruitment algorithms may be, they cannot do the job always alone. A certain percentage of discrepancy continues to remain, even if it’s very minute. No matter how efficiently large masses of data are created and analysed, it still requires a human touch, who ultimately knows how to interpret the information, the algorithms generate that.

While it is a fact that big data tools are genuinely powerful, their full potential can be realized only when put to use by people with exceptional expertise.

Future of big data in social recruiting

Now, if an algorithm can be developed, that matches the current candidate’s background and skills with what is required for the available job, then organisations will have a much easier recruiting time. For this to be executed, employee productivity needs to be tracked. These include their job and social media activity. This can turn out to be an excellent way to analyse and sort the corporate culture at the company when applying for job vacancies.

Big data provides recruiters with the power of technology that enables them to work and examine an exponentially larger pool of data that has been available anywhere before. Big data, once clubbed with social media enrolling proficiency, it allows social hiring experts to make more evidence-based and accurate more quickly. It goes without saying that, such a move can confer real competitive advantages for hiring companies that too when there exists a robust competition for attracting top talent.

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