Four For Friday: Data Science and The Hiring Process In the Digital Age

Four For Friday: Data Science and The Hiring Process In the Digital Age

Michael Altiero

Recruiting-Data-ScienceEvery Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry.

In the past, we have written about how HR is reluctant to jump into a data-driven approach to recruiting despite the benefits it can provide. If talent acquisition leaders know of the impact big data can have on their organizations, why are they so hesitant to embrace HR data analytics? This is the topic of this week’s Four For Friday.

Big Data and the Science of Recruiting (Recruiting Blogs)

“The foresight allotted by big data shifts recruiting from ‘reactive’ to ‘proactive’ practices, allowing you to advertise more effectively, recruit quality candidates, and increase business revenues.” In her post, Alexandra Corey explains the benefits and advantages big data can have for recruiting. These include reducing placement time, lowering cost-per-hire, and improving the recruiting process and strategy. “In other words,” says Alexandra, “Big data can have a big impact.”

3 Ways Big Data Has Changed The Digital Age (Inc.)

Adam Fridman, Founder of MeetAdvisors, says, “More and more companies are finally embracing big data — and, as they do, they’re realizing that it’s really not that intimidating, nor is it particularly difficult with the right people and the right mission.” He goes on to give three examples of how big data is changing the business world:

  1. Less Stress
  2. Faster Scaling
  3. More Virtual

Learn more about each of these examples in Adam’s post.

It’s Time for Data Science To Be Part of Your Hiring Process (Computer World)

“Every company claims that data and hiring are crucial, but few companies use data in their hiring process.” Why is this the case? Lukas Biewald, co-founder and CEO of CrowdFlower, asked himself this and decided to test out his own hypothesis by grading the hires he had made over the prior few years. He then provides a few data points that he recommends using to build out a hiring persona at your company:

  1. How much experience is enough?
  2. Did they come from a fancy college?
  3. Did I hire them for a junior or senior role?
  4. Did I hire them for a junior or senior role?
  5. How strong was their referral?

Once you collect your data, find patterns. As Lukas says, “Data alone can’t tell you who will be a great employee, but reflecting on who you hired and how they did is incredibly important. Even if it’s a small data set, the patterns will help you make better hiring decisions, and making better hiring decisions will make your company more successful.”

Big Data and HR: Why HR Needs to Enter the Game (Cathy Missildine)

In the first of a two-part series, Cathy Missildine, Co-Founder of Intellectual Capital Consulting, Inc. and the President SHRM-Atlanta, discusses why HR needs to embrace big data and how to begin using it. “I believe the big data trend in HR is here to stay,” says Cathy. “Big data presents a new set of opportunities for data-driven decisions to be tied to business strategy across the organization.” She provides the following trends in HR and how big data impacts them:

  • The demand for insightful data about employees is high
  • There’s increasing pressure for a higher ROI on Human Capital
  • It’s all about the talent
  • We need to do better workforce planning

Stay tuned for part two of Cathy’s series!

Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.

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