4 Common Recruitment Blunders to Avoid with Big Data

The recruitment field is an area of intense workload where recruiters are required to act at a fast pace. With the advent of new technology, social media and job boards, the job of recruiters has become more challenging. The arrival of Big Data into the recruitment scenario has opened avenues for recruiters to increase productivity, improve quality and save time.

Big Data is not only a means to aid the talent acquisition process it is also a tool to avoid recruitment blunders. Listed below are 4 common recruitment blunders to avoid with Big Data.

big data recruitment

1. Overlooking factors that can have a bearing on attrition rate

The high attrition rate of employees in an organization is a major concern for the management and the recruitment board. This is an area where Big Data can be of much help.

Talent acquisition professionals need to take into consideration several factors while screening potential candidates for the job posts. Factors such as the distance of the workplace from a potential employee’s home, the accessibility of public transportation and the time required to commute to the workplace can have a bearing on the attrition rate of the employees. Such factors can be identified by Big Data analysis. Once the factors are known to the recruiters, they can take appropriate measures and adjust their hiring strategies to reduce the attrition rate in the organization.

2. Ignoring the need to create proper talent pipelines

Now-a-days job boards are turning out to be a very essential part of the recruitment process. With the evolution of new technology, job boards are providing employers and recruiters with a lot of crucial information about potential candidates.

Generally talent acquisition professionals must be clear enough about which aspects of job listings they should tag to derive information. Once they have the information, they can run analysis on the data to identify sources that may enhance the candidate flow for various positions.  This results in the creation of strong talent pipelines for the recruiters.

To create talent pipelines the talent acquisition professionals must apply predictive analysis to the huge volume of data accumulated by the job boards. Big Data analysis results in the identification of several trends and patterns.  This increases the scope of a recruiter to attract more candidates who are ideal for the post.

3. Failing to utilize internet’s full potential for talent acquisition

One of the common recruitment blunders to avoid with Big Data is to overlook the potential of internet for recruitment. Talent acquisition professionals can harness Big Data to evaluate potential candidates and determine whether they will be suitable for the job posts or not.

Big Data can also be used to predict the number of employees needed in an organization for the current time being and in the future. All these and more can be done through the application of data accumulation technology and algorithms, and internet is a fine medium for doing such things.

If recruiters fail to utilize the potential of the internet, they will not be able to detect the patterns that provide information about the candidate’s true skills. This may create a misbalance between the requirement of the organization and the candidates finally selected for the job posts. To avoid such a situation, recruiters must develop a thorough strategy that involves the use of internet to source out the ideal candidates for various jobs.

4. Considering a few fixed attributes while searching for a top performer

Many organizations carry out analysis of their employees to determine the characteristics of a top performer. This is done with the objective of identifying candidates from the talent pool who share similar characteristics and who can be the top performers in the future.

Talent acquisition professionals must avoid looking at only a few prominent attributes of the top performers. Normally, the attributes considered in such cases are the experience, position, age and educational background of the employee. Often there are hidden attributes that contribute to the employee’s growth as a top performer. Recruiters must be able to find those hidden aspects through data analysis and identify the patterns that indicate who is likely to be a high performer.


HR leaders and talent acquisition professionals will be able to make better hiring decisions if they can avoid or overcome the issues mentioned above.

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