Big data is something that every employer has ever dreamed of – a seamless amount of information, gathered from a variety of sources, bundled into reports that tell richer, more reliable story about potential employees. It is said that with big data, the hiring process will be made easier and more accurate.
Big Data’s Increasing Influence on HR
The modern HR profession no longer requires only following your gut and making decisions based on past experiences. Today’s employers are increasingly hiring their HR teams based on their information gathering capabilities. During the recruiting phase, the HR is asked to look at the competition, salary, availability of talent, overall recruiting conditions and time-to-fill metrics.
However, this is not where the HR – big data relationship ends. Big data is being used for development and training plans – depending on the target position, the desired skills can be quite high in demand and this is where big data kicks in. It can be used to determine which specializations in specific skills are needed overall, which is of huge importance, especially when it comes to companies with large numbers of employees.
Using a large stream of information for coming up with interview candidates might not seem all that progressive. Ever since the dawn of business, employees have been chosen by means of CVs and recommendations. In addition to holding vast information, big data isn’t only being used for interviews, but also for recruiting. As we are well aware of, many seemingly separate things in life are related and consequential. Some traits are interconnected, although they might come across as completely unrelated, such as a linguist’s affinity to music and vice versa. Although one ‘unimportant’ trait might be obvious in an interview, another, crucial for the target position, usually ends up invisible to both the interviewer and the interviewee. This is how big data-based research works – discovering potential beyond that which is obvious.
Data-Based Recruiting – How it Works
Big data is not a single infinite source of useful information. It is more of a recruitment way of thinking. In the past recruiters had to shuffle through countless filing cabinets and rely on their own ability to sum up the gathered information and squeeze the candidates into call lists. Surprisingly, it is not so different nowadays, except the file cabinets have been replaced by the sea of information that is the Internet. Consequently, simply looking at CVs and cover letters has been subjected to a number of new “rules”.
- The web – Target recruiting professionals shuffle through social media sites such as LinkedIn, and even Facebook and Twitter, along with a ton of other sites.
- Data gathering – This is where computers kick in – by aggregating and processing details from the candidates’ resumes and applications, the “data” is gradually becoming “big”. This is used by means of many software packages available out there. For example, Allay HR Software helps track employee permits, licenses and training, keeping everyone’s info current, while allowing you to handle employee onboarding, offboarding, open enrollments, paid time-off, payroll and much more. This software is a good example of a data gathering tool, because it keeps your HR docs and employee information in a single, modern, secure, cloud-based central hub – this might help you come up with a picture of what data gathering actually means.
- Test and games – It is the job of HR departments to come up with games and tests which will further analyze potential employees by means of information gathered from the tests, available on big data.
- Algorithms – The rest is done in an automated process – patterns, matches, keywords and scores help narrow down the list of candidates.
Although this might seem easy and automated, do not be fooled – human factor is an important part in big data. In addition to expertise and the ability to handle masses of data, human element needs to be able to interpret algorithms, which is not a thing that can be learned overnight.
Bringing up the importance of the human part in data gathering is just as important as realizing how the modern hiring process works. This is why coming up with quality HR experts is the very foundation of a strong, stable company. Big data is a hugely helpful tool, but definitely not a replacement for the human touch.