Big Data Bringing in Big Changes in the World of Recruitment

By Published April 28, 2017
Big data analytics in recruitment

It is no secret that, companies, big or small face challenges when it comes to talent acquisition. It goes without saying that, these days, hiring and recruiting has become one of the toughest challenges for employers. To address shortages about hiring talent faster, its time that companies resort to big data analytics in recruitment. Needless to say, big data analytics has started reshaping and revamping recruitment considerably, and recruiters are reaping its benefits.

Big data analytics in recruitment

Now, with vast amounts of data available across multiple channels, especially social media where prospective job candidates usually leave behind their ‘thought prints’ – it has become necessary that all the information be transformed into useful data using robust algorithms. This way recruiters and hiring managers will even be able to rely more on facts than depend on their gut feelings while rolling out employment offers to candidates.

This new realm of big data analytics in recruitment, is now contributing significantly towards workforce management – including aspects like recruitment marketing, identifying outliers, filtering prospective candidates, determining whom to retain, identification of outliers, and also planning interview questions.

Companies often repeat cliches such as employees are the asset of a company. Therefore, it is only logical that people-decisions have a significant impact on the recruitment process of an organization. Consequently, there is a strong business case to invest in analytics-driven tools, and systems for talent acquisition, just as companies would invest in their marketing strategies.

Some of the specific applications and benefits of data analytics in the process of recruitment are explained in the paragraphs below:

#1. Tune-in hiring policies

All kinds of data available from a company’s internal and external sources such as social channels, company demographic details, and compensation surveys, can reveal patterns that will help a company determine where to hire from and at what cost.

#2. Substantially focused recruitment marketing

Online job listing sites usually capture volumes of data that can provide insights into what it is likely to elicit the best qualitatively and quantitative.

A recruiter can choose to run analytics or work with one to determine the chances of being able to fill in a particular position in a specific location based on earlier or historical data patterns. Moreover, information like posting certain types of jobs or certain specific factors tend to influence prospective candidates to respond to a job advertisement positively can be used for the betterment of recruitment marketing resources.

#3. Proper evaluation of potential candidates

Application of big data analytics in recruitment process enables recruiters to do a proper assessment of prospective candidates. This provides recruiters with a much deeper and better insight into the skills of future job candidates; which can be used in right combination with other information to determine the extent of fit of the candidate, both from—the perspective of skill and culture.

#4. Matching talent supply & demand 

Another way big data analytics in recruitment transforms the process of recruitment and hiring is it enhances the process of proactive hiring to match the efficiently both, internal and external talent supply & demand. Large companies that have several offices spread across continents, and have thousands of employees, can benefit enormously with the insights into talent needs that Big Data can offer. For example, with the help of big data from sales and billings, together with data from the company’s employee database, the HR department can get a good idea of the segments that would require a boost of resources and areas that might need some trimming.

At the end of the day, big data when used correctly is a great thing for employers and recruiters, and of course for everyone involved. Recruiters can save time, companies can tap the best possible talent, and candidates get the jobs of their dreams.

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