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Is Big Data in Recruiting All Hype and No Action?

Is Big Data in Recruiting All Hype and No Action?
From Recruiter - November 15, 2016

Much has been said about big data and how it promises to transform every business function. Given the power of almost unlimited information and analytics, recruiting has certainly benefitted from big data as well.

Or so it would seem.

A study from Accenture found that 94 percent of talent executives report using big data to identify new candidate sources, 90 percent report using it to retain current employees, and 89 percent report using it to enhance the candidate experience. While those impressive numbers make it seem as though big data has fundamentally transformed recruitment, as anyone who has been on the ground can attest, recruiting hasnt really become much easier. Despite all the talk about big data, many recruiters find it to be just thatall talk and no real action.

To truly be successful in recruiting, organizations need to consider how they use data, not how much data they have to use. Rather than collecting meaningless insights just to have more information, recruiting teams must be able to determine the most relevant data and use it to enhance how they hire.

Consider the following strategies to help your team break through the massive amounts of data and hone in on the information that can really enhance the recruiting process:

1. Find Talent Outside Your Immediate Area

All too often, recruiters limit themselves by only considering geographically nearby candidates. With competition for talent more intense than ever, the last thing you want to do is close the door on qualified candidates who arent in close proximity to the office. After all, you never know which candidates may be open to relocating or telecommuting.

To be successful, recruiters should seek candidates who have the qualifications most important to the company and the role at hand, no matter where they are. This can be done with the right data. Use the wealth of information you have to sort candidates according to specific skills, experience, or education. Such an approach will put the most important factors first, helping to pinpoint the best candidates for your open positions, regardless of where they reside.

Adding another layer, the right data can help you identify which of those qualified candidates are most likely to consider a new opportunity. You gain a competitive advantage by reaching out not onlyto relevant talent, but also to those most likely to respond.



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