[guestpost]Anwar Shaikh writes about startups, human resources, cloud technology, chatbots, analytics and all things technology. A self-trained writer, Anwar writes for Pocket HRMS, a leading provider of cloud-based payroll software for small and mid-sized businesses across India.[/guestpost]
Anyone working in the recruiting business is well aware of the immense workload and pace the profession requires putting in.
Most importantly, recruiting is not some random skill that you can master once and set the remaining career on autopilot because it involves constant learning.
This is the reason HR professionals and hiring experts resort to HRMS tools and solutions to get the job done.
And, the next big thing in the recruitment landscape after social media is undoubtedly Big Data. Yes, big data is gradually catching up a lot of heat in the recruitment landscape.
What exactly is big data?
Big data is all about gathering and evaluating huge chunks of data derived from a range of sources. This data can be disparate.
For example, you can learn about the interests/preferences of your employees or prospective employees through their Facebook or Twitter interactions, that’s big data for you. For example, you can get to know about their penchant for some sports team and/or dislike toward some trend.
What’s in it for recruiters?
1. Streamlined recruitment marketing
Today, job portals serve as a quintessential source of candidate data for talent acquisition experts and employers.
Big data can be put to use for deriving predictive analytics from these portals.
For example, you can learn about the best time of the day or week in a month to post about a marketing manager job post on a particular job portal.
Furthermore, big data can assist unravelling valuable patterns and trends about why a candidate applies or ignores a job posting so that you can tweak your recruitment marketing approach in order to attract more people.
Long story short, big data is all about connecting those dots.
2. Quality Hires
Big data equips recruiters and HR professionals to conduct analytical and strategic hiring campaigns.
Most importantly, it would eradicate the gravest nightmare of an HR i.e. wrong hires. Big data eliminates the old-school tactic of relying on gut feeling to hire a candidate.
Big data can provide you with valuable insights and information about a candidate’s past employment, social media behaviour, etc.
The huge volumes of data accumulated through the diverse sources would help screen and shortlist the best candidates out there minus the clutter.
3. Tames employee turnover
One of the biggest advantages of big data for recruitment is that it helps tame employee attrition rates thus, relieving HR and hiring experts to undergo frequent recruiting cycles.
Yes, big data can help unearth factors or reasons that lead to high attrition rates in a company. Here, a robust HR software can help you analyse heaps of employee data collected from exit interviews, employee feedbacks/surveys, etc. to help you find underlying reasons that make employees quit an organisation.
For example, you may come across a particular pattern through big data analysis that would facilitate you to redo your hiring strategy to curb attrition rates in future.
Big data eradicates ‘guesswork’ from the life of a recruiter or HR professional.
Equipped with predictive analytics, recruitment experts can learn more about a candidate and optimize their recruitment strategy accordingly.
Simply put, employers, on the other hand, can double their odds of screening and hiring the best and passive candidates out there.
Big data can escort you from the gut feeling to data-driven recruitment decisions. Brace yourselves for proactive hiring!