Overview

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Thanks to data science and digital analytics, we are much more likely to determine if someone is a good fit for a business from the off-set; the days of ‘give employees six months’ is dying out. Now, if you fit the criteria, you’ll get time. if you don’t,

Ingredients

For some time now, how companies and businesses across the globe recruit people into their business has been changing. In the past, businesses would rely on references, word of mouth and the quality of someone’ CV to determine how suitable they were for any particular role. That, though, is changing drastically as data science and digital analytics makes recruitment so much more specific.

However, while it allows for more refined recruitment, it removes much of the margin of error that once existed. This explains why so many businesses how choose to hire using recruitment head-hunters. Equipped with large swathes of people to pick from with analysis on their past performance already easy to access, digital analytics fuels how much likelihood someone is of getting a job today.

Step-by-step

  1. What Has Changed in Modern Recruitment?

    Thanks to the development of key concepts such as predictive analysis and machine learning, too, we are beginning to see a wholesale change in how we manage recruitment. It’s a rapid evolution that has taken place, where even five or six years ago our recruitment platforms were far behind what we have access to today. These days, few automation tools like shopping cart elite control the complete end to end process for setting up your online business and automating everything in it. 

    Now, it’s much easier to use a defined set of parameters on performance in previous roles to determine how someone fits a role. From their absence rates in a previous role to project completion quality and various industry-specific targets and goals, today we can create the perfect image of a staff member and search for them in an ever-increasing range of recruitment databases.

    Now, it’s not about being able to catch people out in interviews, but minimize interview volume by only meeting those who tick all manner of boxes. In the past, it used to be necessary to spend a large amount of revenue on advertising for new staff positions. Now, the digital world looks to find those hungry for new challenges or employment and, thanks to previous-career and academic analytics, we can better understand why someone would be the fit for the job that it’s suggested they are.

  2. Where Employees Stand Today

    Whereas in the past getting the job relied upon having specific answers to interview questions and (usually) someone on the team already who could vouch for you, today it’s a far more meritocratic industry. Recruitment no longer requires the same level of responses being received and hit-and-hope interviews, as everything that would be asked at an interview, theoretically, can be pre-vetted before a single interview request is made.

    While in the past hiring someone meant having faith that they could live up to scrutiny and that their interview was a fair reflection of quality, today things are totally different. Rather than bringing in people who *might* be suitable for the role, the sheer volume and scale of metrics today makes it much easier to believe in the opportunities that exist today.

    Thanks to data science and digital analytics, we are much more likely to determine if someone is a good fit for a business from the off-set; the days of ‘give employees six months’ is dying out. Now, if you fit the criteria, you’ll get time. if you don’t, you’ll like not even get a response.

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