Big data for corporate hiring changes

Finding and recruiting the right people with big data is no longer a secret, especially for http://www.aliyun.com/zixun/aggregation/9348.html > Small Businesses and newly created businesses. Although the Internet does provide us with a great deal of potential and talent-appropriate information, it is a time-consuming and laborious task to collect and browse all the information. It makes us miss the years that have passed, and talent referrals are the only way to pick people. (In fact, talent recommendation is still an important way, but now we can choose a more abundant method.) )

To be sure, big data is handy for future recruiting, understanding and using it as a key factor in the company's success or failure. Now, big data has provided the right engineers, developers, and managers for fast-growing companies. Everyone will say they're looking for talent in a social platform like the one in the UK, but you can't just "dig the data" to choose the right person, you need the correct tools to analyze it, and the appropriate person to provide valuable insights.

There is no shortage of labor analysis systems and applicant tracking systems for recruitment, many of which are effective in collecting and aggregating "transactional information." But the problem is not just gathering that information, it's about explaining it and understanding which data is more important. Systems like Hadoop, for example, have the advantage of data collection, but the problem is that people still don't understand what they don't know.

Today, recruiters must be able to understand large data and find it, see it, and visualize it. The best recruiting teams tend to use technology to get the right candidates out of the way and then provide the most appropriate jobs through data considerations. But don't overlook the role of personal interaction and communication, which are often more important than the vast amount of public, accessible data. Did the candidate respond to the email? Did the candidate appear on the day of the interview? Of course, there is also a personal recommendation, compared to the complex algorithm, these are not to be underestimated.

In other words, talent recruitment has gradually formed a e2e thing model, this model in similar redfin, Airbnb companies have been fully demonstrated-these companies are characterized by the technology companies, for the front-end, back-end of the talent to give a huge investment. The goal of this end-to-end model is to provide the best service and experience to help individuals and businesses maximize their potential.

At the end of the day, big data--if you use it properly--is a good thing for everyone. With big data, recruiters save time, the company quickly gets the right people, and the job seekers engage in their dream jobs.