We now generate more data than ever before, roughly 2.5 quintillion bytes of data are created a day. Amazingly, 90% of all the data in the world was created in the last 2 years. As time goes on, we’re creating more and more data, and that data is being utilised in surprising ways.
One way data is being used is in recruitment. Whether this is data you’ve created, like your social media accounts or your CV, or data used by a recruitment company to make the process more streamlined, it can make a big impact in your ability to find a job.
Businesses and recruitment companies use a variety of methods to attract new applicants to the jobs: digital ads, print ads, social ads. Every channel used to bring in candidates generates data. By analyzing this data, recruitment can be improved, making it faster and more efficient for both recruiters and candidates.
Hundreds of applicants apply for virtually every single job vacancy posted online. Not everyone is qualified, and the process takes longer the more people there are to sort through. However, CVs are another datapoint that can be utilised for more efficient and effective recruiting.
AI systems will soon be brought in to scan through CVs, finding certain keywords relevant to the job posting, and that can then alert recruiters to those who are most suited for the role. This is definitely something that needs to be improved, as 52% of talent acquisition leaders say the most difficult part of recruitment is matching the right people to the right job.
We’re already seeing targeted ads more able to get in front of the right people for the role in question. This can only be achieved through harnessing data, understanding who the user is, where they go, and what jobs they’re interested in.
However, recruitment has always been and will always be a human-focused field.
When someone applies for a job on Linkedin, the platform understands a little bit more about who that person is, the skills they have, and the jobs they’re interested in. It can then recommend more personalized jobs to them, which means they’re more likely to apply and be successful at the interview.
This is beneficial for both the candidate and the employer, as it makes the entire recruitment process easier.
As we’ve seen, recruiters can now use data and analytics systems to filter prospective candidates, plan interviews, and store feedback at every stage.
When this is all done, analysis of the recruitment process can highlight ways to make things better. Data acquired along the process can pinpoint what parts take the longest, or are the most complex. From there, teams can work on refined their systems, making things smoother for future recruitment projects.