Big Data Recruiting

We have already talked about the digitalization of HR processes using the example of IBM and other companies that actively use Big Data and Machine Learning technologies to optimize people management. In this article, we have collected interesting cases on the use of Big Data analytics in recruiting.

Big Data and Machine Learning in HR: How to Attract Talented Job Seekers

It is not only job seekers who compete in the labor market. Corporations spend a ton of money on recruiting promising employees. Today Big Data technologies and Machine Learning algorithms help to win in the struggle for the attention of candidates. Perhaps the most popular example in this area is LinkedIn, a job-recommendation site that is often used as an online showcase for up-to-date resumes.

The American company Glint, which was acquired by LinkedIn in 2018, develops software that helps HR managers understand how the company’s employees relate to employers. This Big Data project actively uses machine learning algorithms to analyze the applicant selection process. This kind of HR analytics helps the HR department and managers effectively recruit new employees, accelerating the process of obtaining feedback from candidates.

In addition, knowing the most important job-search factors for a particular job seeker, for example, travel time to the office, flexible hours, etc., the HR manager can most effectively build communication with the desired candidate. Big data analytics tools that collect information about potential employees from open sources will help to identify such factors and assess their impact:

• Social networks

• User behavior on job sites

• Geotags, etc

Every data science consulting company helps to implement solutions for data making.

An interesting feature of the use of Machine Learning in connection with current social trends. In particular, ML algorithms help companies to align the gender balance.  A study by Total Jobs found that using gender-neutral wording attracted 42% more responses than a similar job posting that was not gender-sensitive.machine learning in HR, ML for recruiter, recruiting with Machine Learning and artificial intelligence.

Machine Learning technologies will help attract the attention of job seekers and select the best.

How to select the best: predictive analytics for future success

Let’s move on to the next step in the hiring process. Formal criteria, tiered interviews, test assignments, and various interviews help the HR manager to screen out inappropriate candidates in advance. However, if you need to choose the best of the best, it is worth evaluating not only the current professional competence of a potential employee. In particular, US Special Forces HR specialists use predictive analytics tools to identify the best performing fighters for elite units. Analysis of data on special forces and their careers showed that physical strength and the level of martial arts proficiency are not at all the key factors for successful service. But courage, endurance and firmness of character are the main conditions for an effective career in law enforcement agencies.

Thus, Big Data and Machine Learning technologies not only automate recruiting processes but launch the global digitalization of this activity. For example, Google Corporation selects applicants by filtering candidates already at the initial stage of the initial interview, which is fully automated. Further stages of selection are also digitized and fall into general statistics to serve as a basis for future HR tasks. In particular, the digitalization of HR processes helps a company assess the likelihood of being fired.