5 Big Data Questions That Recruiters Must Ask

Big Data is having a significant impact on various aspects of business. With the advent of Big Data, several changes can be witnessed in marketing, customer support, sales, etc. One area where Big Data has much potential to bring in changes is recruitment.

Talent acquisition is a big challenge for companies, more so for the start-ups. Through proper use of Big Data analytics, companies and recruiters can spot on the ideal candidates in a faster and cost-effective manner. As such, many companies are turning to Big Data initiatives for their recruitment solutions.

Typewriter. Photographer Florian Klauer

Typewriter. Florian Klauer

However, it is not easy to draw insights from Big Data analytics for recruiting talent. Here are 5 questions that recruiters must ask as they prepare to use Big Data initiatives for recruitment:

1. What is the current hiring process?

Recruiters generally employ a number of analytical measures to arrive at their hiring decisions. The most common among them are academic grades, job experience, personal opinion and feedback from relevant sources. These initiatives help to shortlist the suitable candidates. But these are not the foolproof methods to mark out the best candidate among all applicants.

Moreover, recruiters cannot be sure that the best quality of candidates has applied for the post.

Another factor impacting the hiring process is how recruiters qualify a candidate to appear for the next round. Recruiters must think about their current hiring process and how effective it is. Big Data analytics can provide insights that can be useful for recruiters to find the most suitable talent.

2. How are the job boards utilized?

There are countless sites on the internet that offer information about job openings. There are sites that provide employee feedback about companies. Recruiters must be aware of such sites and keep a tab on them. Job boards have evolved a lot over the last few years and today are far more advanced.

Various job boards such as Monster, Glassdoor and Indeed offer analytical tools and insights that help to identify the most suitable candidate for a post.

Recruiters can gain valuable insights such as utilization of keyword rich job titles and job descriptions. They can know about the latest hiring trends and can compare their posts against similar posts to compare the performance. Such insights will help recruiters to improve their talent acquisition content to attract the best candidates.

3. What are the tools and resources used?

Big Data can be a big help for recruiters. But to analyse the huge volume of data can be a major hurdle for many companies. A lot of the companies do not have the financial resources, manpower or time to go through the huge volume of data and find out insights. As such, taking help of analytical software that have been designed for such tasks can ease up matters significantly. Third party services and software like Umbel and Evolv can be quite helpful in such matters.

It is up to recruiters to explain to the company management regarding the benefits of the use of such software resources. After all, a wrong candidate can be more expensive for a company than investing in software that helps to evaluate and find the right candidates for various job posts.

4. What is the approach adopted by other companies for recruitment?

Many companies are adopting Big Data initiatives and innovative analytical resources for recruitment of right candidates. Recruiters must be aware of such initiatives. They must compare their performance with the recruiters of other companies to see how they are using analytics to obtain effective results.

Certain simple facts like the distance of an employee’s home to his or her office or the time spent away from home on office tours can play a role in the employee looking for a new job. Several companies are going the extra length to stop attrition or finding ways to keep employees happy. Recruiters must understand such trends and adopt effective measures.

5. Is Big Data a replacement for recruiters?

Big Data can provide analytical insights to help recruiters in the recruitment of talent. But it cannot overtake the role of human beings in the recruitment process. Recruitment cannot become an automated process, where the functionality of human brains can be totally diminished.

Companies will always require human beings as recruiters. Recruitment is process that involves convincing a candidate – an act that can only be carried out by human beings, and not by machines.

Moreover, Big Data is finally data, something that has to be used by a human being to derive results. As such, Big Data can only be a helpful resource for recruitment, but not the recruiter.

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