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3 Ways to Avoid Big Data Blind Spots When Recruiting

No matter how much data you get a hold of, if you don’t know how to use it, it’s going to wind up being wasted technology that could very possibly do more harm than good.

· Agile Zone

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Big data is powerful. By altering the way companies do business, everyone from mega-corporations to small ten-person start-ups is incorporating a big data strategy into their business-making decisions.  

The trick is, though, no matter how much data you get a hold of, if you don’t know how to use it, it’s going to wind up being wasted technology that could very possibly do more harm than good.  This is most true when it comes to the recruiting and hiring of new talent for your firm, because while big data can be an incredibly useful tool in the employee hunting process, it can also cause you to make massive blunders when hiring if you aren’t using it properly. 

So, it’s essential that business leaders know what they’re doing when implementing big data into their recruiting. While a majority of companies initially obtained big data to be used just by their marketing and sales departments, more and more executives are understanding the potential of integrating a big data strategy into all of their corporate areas. This includes HR, and with companies constantly fighting it out to obtain the best hires, more and more corporate leaders are investing in ways to bring big data into the hiring process. 

With the benefits of big data also come some significant risks. In this article, I’ve identified the three main blind spots that can come from using big data when recruiting and how to avoid them. 

1. Stick With What’s Worked

Even with all the modern tech available to us, a key to staying away from big-data blind spots is for recruiters to still adhere to the more “classic” recruiting techniques. Spending time building personal relationships with your industry’s high-level performers, calling up a prized candidate to invite her to lunch, and hitting the major industry events to network, are all proven ways to attract top-level talent to your firm. In particular, when recruiting senior executives, it’s very important to develop solid relationships with those at the top of the given industry since experienced executives frequently avoid performing job searches online in order to keep their own company from finding out that they’re looking to make a move. 

2. Don’t Let Technology Be a Crutch

Similar to how using a rating site helps you choose a writing service, there’s no doubt that the implementation of big data can both lower the time it takes to find and hire a new recruit while reducing the cost of the process. In particular, it’s been reported that 94% of recruiters claim that big data has been successfully integrated into their recruiting and hiring procedures from a moderate to the extensive level. 

However, big data comes with drawbacks. While features such as the use of algorithms, predictive analytics, and keyword implementation eliminate the need to siphon apart stacks of resumes manually, big data can also cause recruiters to fall into blind spots that block their ability to locate candidates whom would otherwise be optimal choices. 

Some of these blind spots include:

  • A robot’s failure to recognize and understand the work culture of a candidate’s previous or current job.
  • Not being able to analyze any hints of personality a candidate incorporates into his resume.
  • The inability to determine what type of firm a candidate previously worked at (a small boutique firm, a mega corporation or something in between) and how that could factor into the candidate’s preparedness for a role in the firm a recruiter represents.

3. Collecting Data Isn’t Enough; You Have to Understand It

You can gather up all the data you want, but without knowing how to analyze it, you’ll just have a ton of numbers with very little meaning. For example, IBM reports that 2.5 quintillion data bytes are processed daily and that 90% of it is never even analyzed or used in making any business decisions. Even more revealing, the value of as high as 60% of all data created starts to drop almost instantly after it’s generated. 

So what’s the moral of this story?

The successful implementation of a big data strategy isn’t to see who can swallow up the greatest amount of data, but rather, which firm is capable of taking that information, filtering out what’s crucial, and using what’s left to make the best hiring decisions possible. Thus, a company needs to study and invest in top-notch data analysts that best understand the market. Some of these analysts include:

  • SalesForce
  • Microsoft
  • Facebook
  • Amazon
  • IBM

Wrapping It Up

When all is said and done, there’s no question that technology has smoothed out the process of searching out and then hiring prospective candidates. However, as of now, when it comes to locating recruits and ultimately making the most intelligent hiring decisions, there are still certain critical aspects that technology has not been able to adequately take over. So, by using a hybrid approach that involves modern big data tech (along with a human’s experience and intuitive wisdom), a company can get tap into the best of both worlds and bring aboard the best talent available.

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Topics:
big data ,recruiting ,agile ,career

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