Recruiters are always busy in talent acquisition. They are charged with the enormous responsibility of searching for the right talent and getting them inducted into the organization. In doing so, the recruiters must keep in mind, the culture and goal of the organization and how well a talent can get assimilated into the whole system and become an asset. By actively pursuing big data analytics, the recruiter can find the perfect match for the organization. Of course the recruiters need the right tools with big data analytics to help them navigate through the pool of information available on a prospective candidate through end number of public and professional profiles. Recruiters need to be tech-savvy in order to be able to interpret the results and successfully find the right fit.
If you are looking for a Big Data Analytics partner in Singapore, you should consider Hitachi ICT. They have many years of experience so you can be assured of their products. Visit their site for more information.
Why do you need big data to find the right candidate?
If you are wondering why you might need big data, then it can be answered very easily. You need it to easily sieve through the volumes of data, to find the relevant information and to understand the consequence of hiring a particular candidate without wasting much time.
How can big data help you in the recruitment process?
• Better clarity in terms of objective – By using the data you, as a recruiter will know exactly, who you need and not just try to fill in a portfolio. Once you have clarity with job description, your job becomes easier in understanding what kind of a performer you will be needing. You will also have a better understanding of what you are offering and who might you get in relative terms as you already know the allocated fund for the hire.
• Reading between the lines – When you have a C.V to check, big data not only helps you look at if the desirable candidate is meeting the requirements or not. It also tells you, how well or how poorly a candidate is a match. By just analyzing the C.V you will know how much training or experience each prospective candidate has and who fits the profile better.
• Job match for profile – As a recruiter, you might be looking for a developer, but a designer who might have worked with a number of your prospective candidates, might keep featuring in your data. On further enquiry, that designer might be the next hire you will be looking for in near future. Big data helps you store this kind of information and help in co-relation for future needs.
Big data analytics looks into layers of needs for finding a suitable match. It holds great promise for future staffing requirements.