Big data. It’s been discussed, debated and demoed ad nauseum. Between the professionals who are concerned about exercising human interaction when it comes to recruiting practices, and those that truly believe in the profound impact big data can have on the world of talent acquisition, the back and forth conversation runs rampant. But think about it… what good is the data (whether you like the idea or not) if you’re not getting enough information to ask the right questions. The whole point of big data on a deeper, simpler level is to find the root of recruitment problems. So… are you asking the right recruitment questions?
Data mining or data refining?
For such a field so highly reliant on human interaction, recruiting is under the microscope in regards to the integration of big data. However, for years the ATS has gleaned candidate information - candidate data - from online applications. Likewise, the primary job of a data aggregator is to gather information from external and internal sources to formulate what the bigger picture of the recruitment department really looks like.
With robust data aggregators like the Big Data Analytics Suite you’re able to sift through data so you only see refined, visualized information. Josh Bersin, Founder of Bersin by Deloitte, noted the impact data can have, especially when you’re concerned with predicting a new hire’s success.
“Well, despite a 30 year belief system which made this company successful, data showed a different story. Once this data was put back into the recruitment process, the company saw more than $4M improvement in revenues in the next fiscal period.”
Big Data through small data sets
Just because it has “big” in the name, doesn’t mean your data sets have to be big. Perhaps that’s the concern for those outside of the 4% of recruiters who use big data as part of their recruiting practices. When you’re trying to visualize underlying problems in the recruitment department, you can evaluate smaller sets of data by understanding the different data types and the sources you want to capture.
Recruiting in particular has some specific points you can analyze (and obviously as a whole as well): job boards, social networks, sourcing, email campaigns, employee referral, your career site, SEO, mobile and internal tools like the ATS. Get rid of the silo mentality that each facet of the recruitment process needs it’s own application.. you’ll have better results internally, more tech communication, and a better candidate experience.
Area under construction
With the integration of an aggregator into your current recruitment system, you’ll have the clarity in your processes to make better recruitment decisions. Ultimately, it will be an ever-changing department to account for the regular insights from the platform.
There will always be a new group of job seekers with different skills, interests and work histories, thus the recruitment practices used need to be a semi-fluid entity. The improvements in technology and the changes in the interpersonal relationships people develop are the driving forces in the evolving recruitment department. Sian Amato, Head of Recruitment at Starcom MediaVest Group UK, concisely stated:
“The digital landscape is continuously changing, and this impacts how many companies source and attract talent.”
Big data can have a profound impact on recruitment practices, you just need the right tools to help you discover the questions you should be asking of the department. A data aggregator will refine the mined data and just because the name “big data” sounds enormous, that doesn’t mean you need giant sets of data to evaluate. You can assess pieces of the recruitment department to gain insight into current practices. Because it is heavily based in human interaction and technology, it’s an ever-changing department, so the questions you have will never be the same.
Do you have the tools to ask the right questions?