By Mike Thacker-Cooke
25th August 2016

Big Data is rapidly growing. Research over the past two years by IBM suggests that 90% of the data in the world has been created since 2014. It’s no wonder big data is affecting every industry, and recruitment is no different. Big data can be used by in-house or external recruiters to hire new talent and to improve staff retention. There are many tools and softwares available to do this.

One company, Xerox, used big data to improve its new hires and ultimately improve its staff retention. By analysing performance data of those they were hiring they were able to gauge that those with previous call centre experience didn’t do a better job than those without, and those without previous experience tended to stay longer with the company. By using this data Xerox were able to focus their attention on hiring people they believed would stay longer.

Software can also help you hire and find the right people. By tracking a “digital footprint” by looking at what people do on social media and what news they read we are able to tailor our adverts to our target audience. Social media is a great way of doing this as, especially on LinkedIn, we can see previous job history and how often someone has ‘job-hopped’ meaning we know if this is someone we want to talk to. I can also see what recommendations they have, and use this knowledge to help make a decision on who to represent.

But LinkedIn isn’t just good to help create a digital footprint of our candidates; it is also one huge database. By having a recruiter licence I am able to search and pin down who I am looking for, I can see any previous communication my colleagues or I have had with a certain person and can show me if they have applied for any of KDR’s roles before.

While having this software can be great, it is just a tool. As a recruiter I know that I can’t rely solely on technology, while someone may look great on paper, or machine, it could be a different story once I speak to them (or vice versa). There is plenty of talk at the moment in our industry about AI taking over recruitment but I think a human element will always be needed. I know that if I want to help my candidate find their perfect role then I need to understand their motivations, what drives them, what gets them up in the morning. This is the personal element of recruitment that is sometimes over looked and can't be replaced by a piece of software. 

Big data & recruitment

Do you think big data has a positive impact on recruitment? And do you think AI will take over the job? I’d love to hear your thoughts in the comments below.

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This blog was originally published by Mike on LinkedIn. To view the original article click here

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