How Big Data and Analytics is Transforming Recruitment
Automation is now playing a significant role in intelligent recruitment, thanks to big data and analytics technologies. Platforms like Glassdoor and LinkedIn have opened doors to employers to access valuable big data. But why is big data such a big deal in recruitments these days? Here’s what you should know.
- There are multiple types of big data
Big data is a catch term that represents the analysis and collection of data sets that are so massive that you can’t enter and compute them manually. Some of the areas that come under big data are scores, personal data, and unstructured data, such as video, text, and audio data. Therefore, big data is not a singular item. Instead, it consists of various items containing both structured and unstructured data.
- It is changing the face of HR
Aside from agencies such as Xcede who specialise, data recruitment is literally changing the face of HR departments in most companies. Many companies have already started gathering data related to job performance. They use such information to determine things like who is most likely to resign, who should get a promotion in the next quarter, or who the most productive employees in the firm are. Software applications can now analyse data of applicants from their previous jobs to predict their future in the present company. This is predictive analysis. It helps you guess whether the candidate is fit for the job role in the company or not.
According to experts, big data trends will continue to influence hiring managers, business leaders, and executives so that they implement top-down training that increases their team’s productivity and data literacy. For example, a hiring manager can develop review criteria and questions that are similar for every candidate. This will help him/her to evaluate each candidate fairly, thus improving the hiring outcomes and recruitment experiences of candidates.
Customization for individual recruitment
Data analysis is a time-consuming process. But it can reduce the data to insightful bits that HR administrators can use to create for individual recruitments. This helps employers to come up with compensation packages and personalised benefits for each candidate.
For example, a candidate lives far from the office. It takes a couple of hours for her to reach her workplace. This is not only expensive but also tiring for the employee. The HR administrator can use big data applications to help come up with a compensation package that covers the transportation costs of the candidate. Apart from the compensation package, the applications can also provide an employment offer that compensates for the time spent in traffic and impact on professional and personal productivity.
Although this type of compensation package had existed before, the applications have certainly streamlined the process. These applications aim to minimise expenditures of limited resources and increase efficiency in an HR department.
An employer will try her best to keep the employees happy. And big data is assisting employers to make better decisions when it comes to recruitment and employee retention. Experts believe that this technology will make the recruitment process simpler in the future.
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