Big Data in the Hiring Process
Big Data: How to Engage IT in Finding and Hiring Hard-to-pin-down Talents
It’s no longer ‘business as usual’ in terms of having tons of qualified candidates competing for fewer job openings. The coin has over-turned as unemployment in the United States had gone down to 4 percent — tons of jobs are being created and thousands of baby boomers are retiring. As a result, companies and organizations are going through hassles to find and hire top talents from the job market.
Today, it is the job seeker who tends to rule in the market. Besides, since job searchers now have what it takes to gain upper hand, today’s talent hunting market has become increasingly dynamic. According to researches, a number of job candidates now resort online to look for suitable positions.
Via online platforms, potential recruits get to view a company’s values, culture, salary info, career advancement opportunities, and work-life balance. In similar manner, the quality of an organization’s management has increasingly become a major factor when it comes to whether or not employees will continue to stay at their current place of work. Gallup conducted a research and the outcome showed that bad management has resulted in almost half of employees leaving their current jobs.
Well, There’s Still a Place for Employers
Employers are already in possession of a wealth of data. And, when deployed correctly, this powerful possession can be a great tool in luring best candidates as well as keeping them for a longer time.
Companies and recruiters can take advantage of data to achieve precision in the course of hiring — they simply need to source through better-fitting candidates. Subsequently, they will broadcast and profile their superb management to those eligible candidates in the course of recruitment.
Employers Should Source for the Best Talents from the Onset
In today’s hiring niche, transparency is becoming highly prioritized. It is important to determine whether the qualified candidates are interested in the company — and if they are truly eligible for the position in question, and won’t turn elsewhere too soon. On the other hand, job candidates want to determine whether or not the position in question matches their career path as well as skill sets, including the culture practiced in the workplace as well as their management policies.
By engaging data therefore, recruiters can gear towards the era of transparency as they source eligible applicants who are best suited for the positions. In addition to engaging data, automation will also help employers to achieve this feat faster and better.
Engaging Automation and Data
Before now, employers do not have solid guide on whether or not a prospective employee has a higher or lower flight risk — they only engage their intuition. Thankfully, employers can now engage tools featuring artificial intelligence as well as in-depth analytic capabilities to parse data on their current workers — to truly determine their skills, previous work experiences and the most recent achievements.
Finally, recruiters should engage these tools and even social recruiting to hunt for and hire the best talents.