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Big Data.  You’ve heard the term. And it’s not tough to decipher the definition.  It’s a large volume of data, right?  A giant spreadsheet?  Or even a massive workbook of spreadsheets?   What makes big data complicated is just how “big” it is and also the challenges that analysis and usage present.   But for recruiters and staffing agencies, these challenges are often opportunity for innovation.

The best analogy for Big Data is The Universe.   Out of the information that is out there, we can only process a very small portion of it.  Data that is collectible and can be analyzed and used represents the moon, sun and stars in the sky in our galaxy.   As society evolves, we can see more of The Universe through technology.  Likewise, we can “see” more data.   Complicated systems of information such as online user metrics are like the planets and far off star systems—hard to see with the naked eye.

But just as an infinite number of celestial bodies exist outside our ability to visualize them, so does an infinite amount of data.   Information about people, places, and things is out there but we lack the ability to access it.   Big Data is measured in petrabytes (1,024 terabytes) or exabytes (1,024 petrabytes) of information—literally billions and billions of individual records including vital statistics, buyer behaviors, weather trends, and online user preferences among millions of categories.

Since the advent of document scanning and the Internet—both products of the tech boom of the 80’s and 90’s—recruiters have been able to crunch more data and develop trends and analytics to make the process of finding prospective candidates more efficient.  Like astronomers, recruiters advance with technology.  Mobile apps, social media, and digital monitoring systems are all devices of information collection.   Today, it is possible to amass a body of data on a person that encompasses not just his former employers, but his work habits, personal life, relationships, consumer history and even his physical fitness.

We discussed before the concept of Talent Mapping as a way to manage the process of passive candidate recruitment. If contact information and resume keywords are the outline of a candidate on the map, Big Data can help fill in the colors.

For example, a recruiter may have a candidate in his database with a decade of experience as a Project Manager at tech firms.   On the recruiter’s desk is a job opening for a Creative Director at an Advertising Firm.  A quick analysis of this candidate would produce a “no-match” answer. However, a search of the candidate’s public social media yields details of his involvement in a theater company.  Furthermore, a deep Internet search reveals poetry and artwork awards not mentioned on his resume.  A scan of periodicals proves that since childhood, this candidate has had successes as a creative person.  Combined with his professional history, this information completes the candidate’s profile and at least warrants an interview.  In the future, data about this candidate’s reactions to specific advertisements online or his behaviors as a consumer could yield insight into how he would perform in an ad agency.

As the universe expands, so does the wealth of Big Data available for analysis.  Likewise, the possibilities of usage of this information to improve job markets and pair individuals with the best employment situation are just as infinite.

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.




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