This week on Blogging4Jobs, we are focusing on the theme Big Data sponsored by Jibe. Jibe provides cloud-based recruiting technology solutions that enable talent acquisition teams to strategically identify, attract and engage candidates. Join us April 10th 2014 at 3pm to talk Big Data on Twitter using the hashtag #BigDataHR and join our webinar, “What’s the Big Deal with Big Data in HR & Recruiting” on April 17th at 11a EST. Follow the week by bookmarking us!
Extra, Extra, Learn Everything About It! People Analytics is reportedly penetrating human resource departments all around the world, according to the press. With this big data-driven strategy, HR professionals have changed their mindset from one of extreme skepticism to one of becoming data mining experts in order to unearth the undiscovered insights. And by 2020, all business decisions involving people will be guided by people analytics.
The newest innovative ways of using people analytics is during the hiring process. There a many various methods to mine the data and discover various things about each candidate being considered for a position. However, I would like to focus on 4 methods that are saving companies thousands of dollars in hiring and retaining employees.
How Big Data is Changing the Hiring Process
A person-to-person approach has always been used to lead the hiring process. In the recent years, new businesses have begun to provide gaming possibilities for use during the recruiting process. Based on the behaviors recorded during the game time, the data collected can produce conclusions linked to a candidate’s capacity to manage others efficiently or reveal if they have an aggressive personality or not.
Big data is used by a business named eQuest to respond to inquiries like, “Why is my job still vacant after 60 days?” eQuest explores the job boards and compares your hiring activities to market activity. If you are still having trouble finding a systems engineer, eQuest can not only explain why the position is unfilled but also how your rival is going about it differently. For instance, your job posting might have included the same information and market pay as your rivals’. However, eQuest will display information indicating a decline in supply (low click month), which alerts the recruiter to start using the headhunter strategy to fill a specific post.
Mining The Web
Through several social networks and a variety of websites, it is simple to learn different facets of a possible candidate’s soft and hard talents. Companies did not have access to job candidates’ private life until a few years ago. Nowadays, practically everyone shares aspects of their lives on various social media platforms. It has created a mining pool for businesses who wish to learn more about a potential employee’s “likes” or dislikes.
Soft to Data Science Hires
Today’s employment market is highly competitive and requires all hands on deck in order to attract solid candidates and retain each one past the 5 year mark. The standard style of depending on soft science alone to generate a final decision on candidate selection no longer exists. Now, we are able to view data on candidates that provides a picture of not only if they will perform well in the current role, but if they will perform well in future roles within the organization.
CRACKING THE BIG DATA IN 2014
People Analytics is changing the way we hire employees now and in the future. HR practitioners must continue educating themselves and becoming the big data experts in order to make the right choices on their people decisions. Without People Analytics leading their hiring decisions, they will be unable to compete in an ever increasing competitive market.