Nearly half of
the new recruits turn out to be duds within 18 months while other two-third of
the hiring managers admitted to have chosen the wrong people over and over
again. Most of the reason of the failure is not just about that the person
don’t have the requisite skills required but their personality often clash with
the company’s culture. In that case most recruitment agencies are resorting to
big data analytics to lower the risk of fraudulent hiring and firing process.
This will help the process to be more scientific, aligned and effective. At the
moment, it is suggested that the success of your hiring process lies mostly on
your online data profile rather than what is written in your CV. Thus, you have
to put full attention to detail on your online data trail as it is a fine
reflection of your personality. Normally what you write outside for example in
social media can determine your personality so beware of your personal online trail
is it has a high impact to your candidacy potential.
Game for a job
While the
internet has certainly make it a lot easier to search for the right candidates
and match them with the right organization, many companies have been moving
beyond automatic keyword research that match the vacancy with the profile. Some
companies won’t even bother to look at your skills and certifications written
on your CV but more to how you write it and the way you express the word and
how they manage to structure their sentence. This analysis will be revealing
the candidates personality through the identification of language pattern to
determine and later compare this against the corporate culture of the company
for suitability.
Through the
thorough analysis, most are found not suitable because their lack of fit with
the culture of the company and not because of their lack of skills, so to
speak. There also company who use online game for their candidates to play in
order to assess their potentiality and suitability for the culture of their
company. While all applicants play online games that will reveal their
personality, emotional maturity and problem solving skills, they are tons of
other data and information being collected throughout the session to further
determine the candidates’ eligibility to join the company.
Size matters
With the
increasing use of innovative personality data still not good enough to replace
the good old big data for efficient analysis as believed by many recruiters.
Assessing historical data from millions of applicants either successful or
otherwise assist the employers in predicting how the next candidates will
behave and how they will be the best if they look at the comparison with the
career path, personalities & qualifications from previous successful
candidates. Now employers are able to use their own data in order to predict
how long a candidate will stay in a particular role before he or she start
seeking for new opportunities elsewhere.
This will also
help them to determine what is the career goals of these candidates and based
from their previous career histories, enable the recruiters to assist them
efficiently in order to find them the job that they truly required and shaped
up their future career ambition. Some recruitment companies might even scan
through their candidates’ profile and job offers every month just to know which
job that being clicked on the most and which being rejected so the search
process is refined through the data they gather.
Selection bias
All these data
and analytics information that we have might give a challenging perception of
what skills and knowledge do a candidate possesses that will make them a good
fit for the post. It is also based from research that prior work experiences
and even education aren’t the key indicators that contribute to the good
performance on the roles. There also some cases where a service industry worker
who regularly use five social networks per week usually tends to be more
productive than the other workers that are less digitally savvied.
Social profile
Besides using
all these historical data to analyze, the social networks also is another good
medium that can supply the recruiters with the real-time data. The blog,
twitter and websites profiles do reveal as much as everything about the person
rather than the properly written CV. The social media is also a perfect medium
for the individual to showcase their expertise, experience and enthusiasm for
their field of specialism. However candidates should be aware of their online
reputation which they try to build and the data trail they would leave behind
as they make would cost them to get a negative first impression. Many
recruiters have turn to social media to search for potential hires as they are
now equipped with the tool to spot the pattern of behavior and sentiment from
their social media activity.
Human touch
Some argue that
recruitment should be all about connection and relationship between recruiters
and candidates while the technology exists to simplify the whole process by
assisting to make everything flowing more efficient. If you are looking for
diversity in workplace for more creative environment, you need people with
diversified background and experience. But however, data science can never
replace the good old face to face interview. Going through the big data will
never change the effective ways of identifying the suitable candidates by face
to face meeting. It will be easier to impress people with the fine tuning of
your portfolio and CV but what matter most was either the person really fit
with the job, the environment and the responsibility that to be handle by him/her
later. After you learn about the candidate in person – you will get the idea of
how good he/she is in expressing their idea, exchanging point of view and
handling tough scenarios through simulations that will later determine if that
person is the right person for the job.
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