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Big Data contribution in Human Resource management
If Big Data was initially used in advertising, finance and marketing sector, today other sectors are looking to take advantage out of it. More like marketing sector, the HR function is undergoing a revolutionary transformation.
Big data and artificial intelligence have become major player to the transformation of any organization and are major elements of innovation, whether they concern material or human assets, data and algorithms are increasingly taking place in organizations to optimize business processes.
Not for a long time, but the HR sector is finally concerned by this trend and using algorithmic intelligence to improve performance. Companies are able to make an incredible amount of data analysis around selection and recruitment processes to identify potential candidates. The focus on data is a real winner for HR if handled correctly.
Started from the most dynamic and innovative companies in the world, now traditional recruitment processes are increasingly being replace by large-scale data analysis. Basically the data is used to anticipate HR department needs: crossing (potential) employee competences and business strategy. It is easier to know when and where the company will need an employee, what position and what mission. Thanks to Big Data input, companies can reduce the risk of failed recruitment of more than 20%.
Let’s take an example of BrightOwl, an online platform, created by Xorlogics, that matches experts with jobs in the clinical research and life sciences industry. It’s an innovative company working at the intersection of data and recruiting helps job-seeker through the application and hiring process and helps companies to receive an overview of applicants available for desired profile via matching the right skills to their projects.
Before implanting big data in your HR management, you should know the two major benefits of it which are relate to sourcing candidates and managing employees.
- Sourcing is the most important part in use of Big Data. It can analyze resume keywords, skills and candidate profiles on online platforms. These collected data analyzes candidate’s profiles to match them as much as possible to the offer and the company’s values.
- The second element relates to manage employees, it is a powerful internal development tool. It helps to develop the skills of your best employees. By analyzing your company’s internal data, the Big Data offers custom targeting training to employees.
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Big Data therefore requires extensive preparation before its integration into a business. HR departments must be trained in the new tool and accept it as providing new features to their posts. But once past integration, big data will open many opportunities for HR functions, which can be positioned in the center of the digital transition of the business.