Monica Miller | , ,| By
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, Read All About It!!!! The news is spreading about People Analytics infiltrating human resource departments across the world. HR practitioners have moved from a highly questionable state-of-mind with this big data driven approach to becoming data mining experts in order to discover the hidden secrets waiting to be discovered. And, by 2020, People Analytics will be the driving force for all companies people decisions.
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
Hiring has always been led by a person-to-person methodology. Within the last several years, new companies have started offering gaming options for utilizing during the hiring process. The data gathered can produce results related to a candidates ability to manage others effectively or show if they have an aggressive personality or not; based on the actions documented during the gaming time.
A company called eQuest uses big data to answer questions such as, “Why is my job still open after 60 days?” eQuest dives into the job boards and analyze your recruiting activity with activity in the market. If you are still struggling to hire a systems engineer, eQuest will not only tell you why it is not filled, but how your competitor is doing it differently. For example, your job ad might have listed the same data and market salary as other competitors. But, eQuest will show data that supply is down (low click month) and this lets the recruiter know to kick in the headhunter method for filling a particular position.
Mining The Web
The ability to uncover various aspects about a potential candidates soft and hard skills can be easily obtained through various social networks and wide ranges of websites. Several years ago, companies did not have access to candidates personal lives. Now, almost every individual shares their life on various social outlets. It has opened up a mining pool for employers that are wanting to dive into the “likes” of a potential employee, or not.
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.