New technologies for personnel selection

Category: Technology

Technology has transformed the entire recruitment and job search program, for better or worse, in the administration of human resources . For recruiters and hiring administrators, it is easier than ever to find candidates that fit your company’s niche skills or even influence applicants who may not be looking for work quickly. Job seekers even manage to communicate with employers, create an online profile to get other recruiters and apply for jobs with just one click.

Companies that work with BIG DATA are benefiting from the great effects on the selection of personnel by the Human Resources department, when choosing effective candidates. Currently, through this means you can consult the labor records, profiles in social networks where applicants have the latest renewed version of their work history, as well as representations, skills and other fundamentals of interest that are not always found in internal references.

Candidates chosen by hand make better hiring but we currently have many tools to make this process request less resources. However, many potential applicants make finding them easier by avoiding heavy work. Installing a program like LinkedIn and other social media accounts is more feasible when choosing your new employees.

All these references linked and multiplied by hundreds of candidates must be examined with special tools that, thanks to BIG DATA, identify the desired personnel.

Employer research tools such as Kununu and Glassdoor effectively allow applicants to go behind the walls and perceive what culture and media are like in the company, to some extent. In the age of technology, it is much easier to review references and discover who is in your environment.

With a bit of online exploration, job seekers can now feel empowered in salary agreements, prepare for personal job interviews and even establish whether a company fits well before the first interview.

Personnel selection through BIG DATA

Recruitment is perceiving many changes thanks to data and analysis technologies. Systematization is becoming a more important agent in smart recruitment. New tools are flourishing to help human resources components identify and value the best candidates. The most common platforms are:

LinkedIn

As the competitive social network of reference, LinkedIn has displayed a significant role in how we look for work and how recruiters find the best candidates. With a solid profile, it manages to attract hiring administrators and recruiters, carrying job offers from the inbox of your email and with the appearance of networks, manages to closely monitor the potential job offers of previous colleagues and other connections.

The management of tools such as LinkedIn allows job seekers to see and know each society, from there you can see your resume and really check the culture and environments of your future work.

For recruiters, LinkedIn offers large amounts of talent, whether or not potential candidates are looking for work. You can search through resumes to find potential candidates to meet the need for a niche.

In addition, distributors such as LinkedIn are increasingly providing Big Data tools to examine candidate profiles. What is equally good considering that 53% of talent acquisition leaders testify that the most delicate part of hiring is to identify the appropriate people from a large group of applicants.

Evolv and TalentBin

The contractors in all industries are turning to data, and tools such as Evolv and TalentBin as they approve them to process data quickly. Tools like this approve employers to find the best person for a job decreed based on their skills, amounts and actions.

Global reach in social networks

It is not surprising that a large organization works with partners in different locations, states or even in other countries. Technology has facilitated long-distance work and has also opened the capacity group for recruiters. It is no longer necessary to stick to local aptitude: in many cases, recruiters manage to find talent worldwide.

The technology approved to look for the best aptitude, not only at a particular level but worldwide. Most likely, you don’t even have to worry about relocating the potential employee because you have Slack, Skype, Trello and email to do so.

It is also good news for those looking for work, especially if their skill set is not very popular in the place where they live. With an Internet connection, he manages to look for jobs in another place where his experience and practice are most valuable.