Luke Lonergan - Why Use Big Data in Recruitment Process

With rapid economic development, consistent job growth, more types of jobs, and the retirement of seasoned professionals in the industry, it’s a challenge to find the right candidates with the right qualifications, skill sets, aptitude and attitude for fill the vacant positions.

On the other hand, qualified and highly proficient job seekers are in search of a job that is align with their values and culture, offer them career advancement prospects, provide them with responsibilities and autonomy, and pay them well. So it does get tough for companies to find driven and committed employees to hire, and engage and retain them after hiring.

This is where big data can come to rescue as it can enable companies to benchmark and broadcast their top management to candidates all through the hiring process and identifying and addressing shortcomings among managers. Big data can help in the following ways:

Finding the right applicants from the beginning

Transparency is a key factor when it comes to hiring a candidate. Employers want to make sure that they are recruiting candidates who share company’s values, interested in the company, have suitable qualification for the position and are not frequent job hoppers. On the other hand candidates want to make sure that the job is in line with their qualifications, career goals, and the company has a fine culture and management.

With tools combined with deep analytic capacities and artificial intelligence, companies can observe data from across the sector and devise a profile that can be useful to screen resumes and candidates on alarming signs and evaluate and rank shortlisted candidates for job vacancies.

Evaluating and assessing the performance of managers:

A large chunk of employees leave their jobs because of the poor relationship with their direct managers. Companies can determine whether their managers fulfill, surpass or doesn’t meet the management quality benchmark against the industry standard by collecting data on performance, engagement, attrition and retention from team to team. The attributes of a good manager can be determined by the engagement and retention and complex business metrics such as client satisfaction and financial returns can determine team’s performance.

Data enabled managers

Data and predictable analysis can provide managers with actionable information to help them realize how to support their team members better. For instance, data-driven intelligence can ascertain when a team member has a greater chance of leaving as they have been in the job position for a very long time or could be getting burnt out. This insight can enable a manger to give more attention to that team member, assign them with new and exciting tasks or build more communication with the unengaged employee.

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