Those in charge of ?recruiting?efficiencies consistently seek for ways to do their job better?and keep their organizations staffed with quality hires providing quality services or products. ?Innovation has sparked the creative minds of?long-standing, successful?companies, as well as bolstered opportunity for start-ups to step up to the plate and hit it out of the park.
**In a continuing effort to streamline the recruiting process,?this blog series has been released to help HR Professionals, Recruiters, and ?Staffing Agencies & ?Search Firms in recognizing the current trends as well as new, but sustainable ideas.
Trend 4: ?Big Data is Getting Bigger
Remember when candidates hand-delivered, mailed, or used overnight delivery to get you a resume? ?Remember when applicants walked into your organization and asked for an application? ?Personnel became HR and Talent Management with computers to backup their processes instead of typewriters and colored pens. Recruiters and Hiring Managers have learned to rely on .doc files instead of paper files.
The Old Switcheroo ? Analytics are Good for something?
Ever since HR teams switched from paper to computer and all things internet, employers have been stockpiling electronic data. With the advent of analytics ? a way to measure almost everything, recruiters are able to reap huge benefits from all this information.
The information employers have been storing typically includes demographic data, attendance records, and performance scores. Now, with the advent of social media integration, employers can go beyond their own old data and mine new information from <gasp> social media accounts. Social profiles are incredibly detail-rich and make for fertile ground for analytical initiatives.
Predictive Analysis
Once data has been collected, it can be used for predictive analysis.?Such a bold statement ? you mean we might be able to predict outcomes in HR and recruiting? This involves using personal and professional characteristics of employees to make reliable predictions on the person?s future behavior. Employers can learn better what kind of person is best suited for which job, and can match the experience and personality characteristics when hiring. Better fits will lead to increased job performance and higher retention rates.
Centralized Info
The consolidation of data for use in analytical initiatives will lead to centralization of information, which is beneficial for business intelligence. In many cases, HR departments keep their data in many separate pockets: one for distribution data, one for sourcing information, one for applicant hire data, etc. When these fields are combined and analyzed, their relationships become apparent and hiring practices can be adjusted and optimized. Further, centralized data is easier to access, and employees and managers can retrieve non-secure information without inconveniencing HR.
Whew. ?It makes me tired just thinking about it. ?We?ve been storing electronic data for years, it?s about time we figured out why. ?Welcome to the Year of ?Big Data? ? it?s everywhere!
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Hot Trend #4 ? Big Data is Getting Bigger
Hot Trend #5 ? Passive Candidate Search is Getting Easier
The 5 Hot Trends in Recruiting Technology Today
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This 6-part Blog Series and White Paper ?-?The 5 Hot Trends in Recruiting Technology?produced by?Reputation Capital? & released by?Broadbean.
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Article by Rayanne Thorn
Rayanne Thorn,?@ray_anne?is the Marketing Director for online recruiting software company,?Broadbean Technology.? She is also a proud?mother of?four,?happily engaged to Tom, residing in Laguna Beach, California, and a daily contributor for Blogging4Jobs. ?Connect with her on?LinkedIn.??
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Source: http://www.blogging4jobs.com/business/big-data-is-getting-bigger-hot-trend-4/
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