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How Big Data Helps Create Better Recruitment Strategies

25th June 2019

Guest Freelance Writer Amber Ashley discusses how recruitment strategies can be better when big data is involved…

When it comes to recruitment, intuition and good judgement have long proven to be the most crucial ingredients. But while there’s no discounting instinct, recruitment is currently undergoing a lot of changes thanks to Big Data. Adding facts and statistics to the mix has certainly increased the strategic aspect of the process, while providing countless benefits to companies. Here are a few ways that big data is improving recruitment methods right now.

Picking the right candidates

From the start, every good recruiter knows that it’s important to source the right candidates. Like we previously discussed here on the Zenopa blog, recruitment is a lot like dating. You need to find people with the same values, a well-suited personality, and similar goals. 

It’s no surprise then that dating apps use the same approach with Big Data. BM Magazine states that the process begins when users input their personal information, such as age, education, and location. From there, the dating site or app tries to find the best matches with the most compatible traits. In the same way, Big Data lets recruiters build profiles that can be applied to select resumes and automatically come up with a list of candidates who fit the bill. This technology saves HR officers dozens of hours otherwise spent manually sifting through countless CVs. 

Determining the best channels

Recruiters usually use a mix of various channels when looking for candidates, like LinkedIn searches, Facebook posts, and online job search platforms. But Social Media Today notes that Big Data can actually streamline this process by highlighting the differences between each channel and its users. For instance, you might stand a better chance at recruiting Gen Z-ers via social media like Instagram, while LinkedIn might be a home for thought-leaders. It’s a matter of finding which platform works for you. 

In the same way, data will also tell you the best ways to reach your ideal candidates. Serious, text-heavy job posts might do the job for some people, but others might require visuals to catch their eye. An article by Simon Austin on Verizon Connect focusing on ‘Big Beautiful Data’ notes that infographics are a good way to relay messages in a way that is gripping but not overwhelming. That explains why it benefits traditional industries like transportation, whose leaders have long used it to make information more digestible and approachable for different team members. For HR, the point is to target your recruitment so you’re reaching exactly the kinds of people you want to attract — while beating your competition. 

Boosting your employer image

If you want the very best talent to come to you, then it’s especially important to work on your employer brand. No employee wants to be tied to a company with a less-than-stellar reputation, so start by figuring out what your company stands for, and how you want employees to feel about working for the company. Then, Big Data can tell you if this certain image will resonate with your target candidates. 

A good example would be millennials, who are a lot pickier with their employers than previous generations were. Fast Company reports that most millennials would like to work for environmentally responsible companies, even if it means taking a pay cut in exchange. Of course, it goes without saying that you have to go beyond the surface-level and make sure your branding matches your company’s practices

Training and development

With the advent of technology, the skills that companies need from employees have changed. Using talent market analytics, recruiters can predict which skills are more valuable, so they know not only which candidates should be prioritised, but also, where to channel their training resources into. For instance, HR Technologist emphasises the importance of soft skills among employees in today’s Artificial Intelligence-driven world. Knowing this, recruiters can pay special attention to candidates that exhibit good soft skills, and invest more in soft skills development, instead of prioritising skills that employees won’t be able to utilise.”

If you would like to find out how Zenopa can help you with your businesses recruitment needs, you can send us a message, or call us on +44 (0) 1494 818 000. 

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