Four for Friday: Moving Big Data in HR from Theoretical to Actionable
It’s interesting to see the continued evolution of the big data topic. Theoretical examples of how it will be used to improve business decisions are starting to transform into actual use cases. This is a good sign for professionals in all business functions—recruiting in particular. The more actionable information recruiters have on hand, the more effectively they can hire quality candidates that will provide business value with their skills over time rather than waste resources.
In a recent Q&A with the Data Driven Recruiter, HR expert Bryan Wempen put the rise of data to support decision-making into perspective in one single sentence. He said, “At no time in our history has humanity been able to convert data to information to knowledge to actions so intelligently.”
6.25 seconds. According to Meghan Biro, “That’s how long it takes to evaluate, by brain, whether or not a candidate is the right fit for a job.” Her article in Forbes discusses how the age old challenge of identifying talent in a vast pool of applicants will become easier to overcome with the adoption of next-generation analytics tools. She said, “The key is that we are not just gazing into a crystal ball, we’re looking with clarity, knowing that the more information, the more time, the more data points, the more accuracy.”
2. Common HR Data Mistakes and How to Avoid Them (The Hiring Site)
Using data can reveal so many insights about your recruiting organization’s performance, but misusing it can be dangerous. Laurie Ruettimann shares four things HR professionals often overlook when it comes to data. She discusses the differences between causation and correlation, challenges with understanding where to start, and why having too much data can cause hesitation and impede agility when it comes to making decisions.
3. How HR big data is reshaping recruitment (RPX2)
RPX2 takes an interesting approach to the big data topic, discussing the types of intelligence massive information sets can provide before a candidate is even hired. These types of predictive analytics can help companies save big time—especially when it comes to bad hires. With big data analytics, “A gut-based, experiential approach to hiring staff has been transformed into a data-driven approach using psychometrics, applicant tracking systems and cloud-based talent pools.”
4. Why 2015 Will Be Year of Big Data (SmartDataCollective)
Analysts and other experts have been talking about why big data is going to be a game-changer for years now, but few are talking about how that will be done. Advancements to big data analytics tools have come a long way in a short amount of time, though. As Jenny Richards said, “The new tools will merge consumer level user interaction on the surface supported complex algorithm organization, investigation and enhancement behind the scenes. This will enable businesses utilize data from external sources according to internal scrutiny and governing data policies. As a result, big data will become much easier to explore.”
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