Big data is a buzzword that has gained a lot of traction over the last century. Officially described as ”Extremely large data sets that may be analysed computationally to reveal patterns, trends, and associations, especially relating to human behavior and interactions”. It is the idea of utilizing a set piece of information to make future predictions about a particular outcome or situation.
Many companies have begun to understand the importance of Big Data analysis and the recruitment industry as a whole seems to be following suit. More and more customers are making data driven decisions when it comes to Recruitment and it is down to us as external agency’s to adopt similar practices. Below are 4 key areas external recruitment agents should be taking into consideration for the future ….
Big data is something of a catch-all term, but in general, it refers to the collection and analysis of data sets that are too big to enter and compute manually, say, in a spreadsheet. Areas that fall under the “big data” umbrella include structured data such as personal data, scores, to unstructured data such as text, video, audio data. In other words, “some forms of big data are bigger than others.”
Companies are already beginning to collect data around job performance and using it to predict things like who the most productive employees will be, who should be promoted, who’s most likely to leave, etc. As far as recruitment is concerned, there’s no way to use data from previous jobs to determine an applicant’s fitness for an open position. Still, the use of software that analyses data to make predictions about the future, called predictive analytics, could be used to guess how well candidates will fit into a role based on their responses to interview questions, for example.
For those worried we’re heading down a slippery, Orwellian slope, you can relax for now: personal data from candidates’ social media and email accounts isn’t going to be automatically pulled and judged in by recruiter robots any time soon. Instead, interviewers will develop questions meant to measure qualities or aptitudes that have been shown to predict future job performance, rating their answers on a quantitative scale.
As the big data trend continues to ramp up, executives, hiring managers and other business leaders should implement top-down training initiatives to increase their team’s data literacy and capabilities. For example, recruiters should develop their questions and review criteria in a highly structured, consistent manner, enabling them to evaluate each candidate objectively and fairly, thereby improving the candidate experiences and hiring outcomes.
We might be quite far away from Alexa and Siri taking our jobs however as recruitment partners, we need to be able to understand the decisions our customers are making, and why. If they are using Data to influence their decisions throughout the hiring process, you need to be able to understand their critira to this data set in order to only present the right candidates moving forward.
The key takeaway here is that big data and analytics are meant to enhance human decision-making, not to replace it altogether. With the right technology and the proper implementation, data-led assessment can help to increase efficiency and improve outcomes for your campaigns.
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