BIG
Understanding the Implications
for Social Recruiting & Referrals
DATA
In November 2012 analyst Josh Bersin,
of Bersin Deloitte wrote:
It is essential to adopt a targeted approach;
big data pro...
In the case of employee referrals, we want to
achieve certain clear objectives.
These can be broken into:
TARGETS5KEY
Understand what
‘good’ looks like
to determine the
candidate profile
The Candidate Profile
1#
- Who are the best performer...
Once the best candidate profile has been identified, we want to
know who fits the profile internally, or if internal mobil...
Next, identify who fits the profile externally
and how are you connected to them?
The best candidate may have already appl...
When we have targets, we want to
understand the best way to reach
them so that we can personalize
the message whilst deter...
It’s important to understand the recruitment
process so that we can identify any blockage
in order to reduce time and cost...
The point Bersin is making is an important one.
Big data is, well, big. There is such a range of data
BIG DATA
BIG
IS, WEL...
Big Data: Understanding the Implictions of Big Data for Social Recruiting & Employee Referral Programs.
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Big Data: Understanding the Implictions of Big Data for Social Recruiting & Employee Referral Programs.

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Big data is having an impact on how we understand every aspect of the talent acquisition function. Learn more about what it means for your organization and how it can help you attract and retain the best talent.

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Big Data: Understanding the Implictions of Big Data for Social Recruiting & Employee Referral Programs.

  1. 1. BIG Understanding the Implications for Social Recruiting & Referrals DATA
  2. 2. In November 2012 analyst Josh Bersin, of Bersin Deloitte wrote: It is essential to adopt a targeted approach; big data projects should begin with objectives and a desired outcome. “Start with the problem, not the data” “We are all flooded with data: employee data, location data, social data, compensation data, and much more.”
  3. 3. In the case of employee referrals, we want to achieve certain clear objectives. These can be broken into: TARGETS5KEY
  4. 4. Understand what ‘good’ looks like to determine the candidate profile The Candidate Profile 1# - Who are the best performers? - Who are the best performers in the industry? - What did their background look like? - What data trends connect them?
  5. 5. Once the best candidate profile has been identified, we want to know who fits the profile internally, or if internal mobility is actually the best option. The principle source of hire in the USA is internal hiring, of job openings are filled by internal candidates -CareerXroads Source of Hire Survey for 2013 Internal Mobility 2# 42%
  6. 6. Next, identify who fits the profile externally and how are you connected to them? The best candidate may have already applied and could be hidden in the ATS, talent network or connected with the company in some other way, for example, as a fan of the company page on Facebook or a follower on LinkedIn. Alternatively, they may well be connected via social networks or e-mail with existing employees. External Candidates 3#
  7. 7. When we have targets, we want to understand the best way to reach them so that we can personalize the message whilst determining the best method of delivery and the best time to get a response. Personalize 4#
  8. 8. It’s important to understand the recruitment process so that we can identify any blockage in order to reduce time and cost of hire. Review 5#
  9. 9. The point Bersin is making is an important one. Big data is, well, big. There is such a range of data BIG DATA BIG IS, WELL, sources that is possible to just keep mining and never really achieve usable results. For your Employee Referral Program, begin with the end in mind. Understand the problem you are trying to solve and then apply data mining, collection and analytics to find a solution, or at least to understand why the problem exists. Big data projects should begin with objectives and a desired outcome.

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