By Dr Sheetal Nair
“The Internet is serious business” is part of a meme which was a rage and still holds its place in the top 10 memes of the century. But why are we talking about internet?
Well, we are talking about the revolution that has happened in the way we view technology post the Internet boom.
Tons of articles have been written about how technology has changed the way we live. I’m not going to beat the same tune, but I have an alternate perspective towards technology and the way a simple process of recruitment has benefitted by this, contributing to the bottom line of a company.
Let’s talk about how Recruitment has changed per se.
Situation 1: Talent was available and organisations were choosing the best as per their needs
Situation 2: Talent available doesn’t really hold on to a job, they jump ship for better prospects
Situation 3: Talent available has a few gaps causing them to underperform
Situation 4: L&D helps create bespoke talent for the job
Situation 5: The Cost Matrix comes to play; how can an organisation maximize its resources by getting a better process in place?
These 5 points are mentioned not necessarily in any order but it showcases what challenges an HR faces in handling the recruitment process of an organisation.
Not boring you with mundane facts about it but we all know that “Big Data” is the new oil. The question that now comes forth is how does Big Data help an organisation in their Recruitment process?
Let’s focus on the five aforementioned situations and try to understand the part Big Data plays in making each of them easier for the HR in an organisation to handle synchronously with its progress.
Situation 1: The Best talent which was scouted by an organisation, now can be mapped based on their past history. All this does is works on the output shared by the AI components to carefully shortlist a candidate to the “Best Fit”.
Situation 2: The ideal focus here is to ensure that the manpower is satisfied enough to stay back with the organisation allowing it to retain its biggest investment – “Talent”. Here Big Data can help by throwing up analysis done via pulse surveys showcasing data on what makes employees quit or in certain cases spotlight the employees who maybe frustrated with their roles.
Situation 3: HR data generated can help organisations determine if the manpower has adequate skills to perform a specific function or a gamut of roles which the organisation needs expedited.
Situation 4: Similar to the earlier point, HR Data can even showcase the end result of investing in skill gap reducing trainings so that the investment part becomes easier for stakeholders to decipher. Eventually with better L&D programmes, a more efficient workforce can be tailored.
Situation 5: Pandemic or not, organisations were always striving to ensure that the performance of the workforce is improved and is aligned with the cost that is being borne by the organisation. HR Data can throw up details on which employees excelled in comparison to their peers with similar or maybe fewer resources being spent by the organisation. This can help organisations work on their underperforming assets and also appreciate the employees who may have gone unnoticed due to the regular performance management system tools.
All this and more showcases the fact that all the processes connected with Recruitment, aka Talent Management, can be operated more efficiently using HR Data or Big Data.
The author, Dr Sheetal Nair, is Corporate Head at DSS Group of Companies.
DISCLAIMER: The views expressed are solely of the author and ETHRWorld does not necessarily subscribe to it. ETHRWorld will not be responsible for any damage caused to any person or organisation directly or indirectly.