With the evolution of technology, the overall recruitment scenario also witnessed a transformation. While the hard copy of a resume still exists, technology has far replaced the hiring processes globally. Day in and day out, recruiters are resorting to innovative hiring solutions to tap the best candidates. While new resources like social recruiting have been creating ripples, likewise, technologies such as big data analytics have also been reshaping the overall process of recruitment.
And now, big data analytics is the latest trend that has been creating an uproar in the recruitment industry. Its rising demand is now bringing in the world of social media and big data analytics much closer than before.
Social recruiting metrics soon moving to an exact science, but they are not quite there, yet. Companies concerned with their human capital gains are relying more on big data from social recruitment campaigns to make critical hiring decisions.
The expanse of user-generated data available on social media networks is surprising, as is its growth rate. The information contained on social media platforms is full of prized insights and harnessing those insights productively entails the use of big data expertise.
On the other hand, big data offers tools that can be leveraged across several industries to analyze, gather and structure the data generated on social media. These days, social media is making an increased use of big data to help organizations tap talent and identify the best candidates for job vacancies. It goes without saying that big data is the future of recruiting.
Why syndicate big data and social recruiting?
It’s simple. If big data and social media recruitment are combined, they work wonders for the company regarding identifying and tapping the best of talent possible. For example, Xerox used big data tools in engaging and hiring, and reduced attrition rates at its call centers (which are infamous for high turnover) by 20%. Researchers have proven that social media recruitment is immensely popular in Western Europe with as much as 64% of job seekers dispensing resumes online.
How does the syndication work?
While there is no particular formula, data mining often begins with leveraging information through social media sites, combing sites like Facebook, LinkedIn, and Twitter for details that specify possible job candidates. This way, big data processes information gained this way along with data gathered from various sources such as resumes, applications and sometimes even scanned business cards.
The impact of Big Data on Social Recruiting
Social media data still continues to be unstructured, and it is primarily this aspect that makes it difficult to analyse, yet makes it an interesting facet of the same. To meet those ROI needs, we demand to turn social media into actionable data or we may end up harming the brand instead of helping it. The analysis is much more than just manipulating data.
Big data analytics can contribute in simplifying the process of recruitment in companies by screening resumes and candidates. Think about all the HR transactional data that is now in its digital form. Companies implementing big data will have information about candidates from the time they start checking the company’s career page till hitting the save button at the exit interview. This is an example of the 95% that we will be able to structure and analyse with big data tools.
The assimilation of social recruiting and big data analytics will make sure that social media analytics experts will have to elevate their technology competency.
Does Big Data Still Need the Human Touch?
Well, the answer to this question is definitely a yes. It is said because, no matter how refined the algorithms may be, they cannot do the job well alone. No matter how efficiently huge masses of data are created and analysed, the human touch is still essential who know how to interpret the information generated by the algorithms.
While big data tools are phenomenally powerful, their full potential can be realized only when put to use by people with excellent expertise.
The ultimate goal of big data in social recruiting
If an algorithm can be designed that matches the current candidate’s skills and background with what is needed for the available job, then companies will have an easier time recruiting. For this is to be executed, the productivity of current employees needs to be tracked. These include their job logs and their social media activity. This will turn out to be an excellent way to analyses and sort the corporate culture at the company when filling job openings.
Big data provides recruiters with the power of technology to work and examine an exponentially larger pool of data than that has been available anywhere before. Clubbed with social media enrolling proficiency, big data allows social hiring experts to make more accurate, evidence-based selections more quickly. Needless to say that such a move can confer a very real competitive benefit for hiring companies that too when competition for attracting top talent shoots up like anything.