Can you imagine a world where you don’t have to sift through piles of resumes? Where a small list of qualified candidates lands on your desk, waiting for you to make the final hiring decision?
With the growth of big data, this isn’t some futuristic fantasy — it may soon become your reality.
A recent Mashable article calls big data “the future of recruiting,” because it allows companies to analyze huge numbers of potential candidates to quickly produce a shortlist for a position.
What does this mean for recruiters?
No more searching through closets full of files to find qualified candidates. Instead, computers scan vast amounts of data, including social media profiles, resumes, jobs applications, employment records, business cards, and HR databases.
As Mashable explains:
“Once this material is in hand, algorithms go to work. The optimal result is an array of information sorted into patterns and matches, all thanks to keywords and scores that narrow the initial candidate pool to individuals who demonstrate a proclivity and background suitable to the open positions.”
The new HR dream team
Not to worry, though; big data won’t replace recruiters anytime soon.
This new process is called “people analytics,” and despite the fact it’s becoming a valuable HR tool, it’s still that: a tool. Recruiters remain instrumental in analyzing the data presented, and in interviewing and ultimately selecting someone who’s a good fit for the company.
With big data on your team, all you need to focus on is interpreting the results to find the perfect hire.
And it works. The article cites Xerox as an example, which used big-data tools to “cut the attrition rate at its call centers by 20%.”
Less paper-pushing for recruiters, and better hires for companies? Sounds like big data for the win.
Do you use big data in your hiring process? If not, do you think you will in the future?
Susan Shain (@TravlJunkette) is a travel blogger who loves helping people discover adventure through international travel or alternative careers.