Start-up companies want to recruit? You can try big data.

You must have heard the word big data, and you may have used some tools to analyze the data. But whether you use it or not, large data can help you make more accurate analysis. Can it predict the likelihood of a startup's success? Or, more accurately, is it possible to predict whether a hired employee can contribute to the company's development? The answer is: yes. Xerox has already used large data to save about half the cost of its staff and employs a number of talented people with cognitive and personality measurement tools.

No matter what stage the start-up company is in, it can use big data to make predictions about all aspects of the company, like Xerox. The following are several major http://www.aliyun.com/zixun/aggregation/12239.html "> Data utilization methods."

Better filtering tools

By using better screening tools from the start, startups can better measure the future performance of candidates. For example, it is not enough to assume that a person who has changed a lot of jobs will not be a good employee. In fact, in contrast to the results of large data studies, people who change jobs frequently do not perform better or worse than those who have been in a position for a long time.

Startups can consider using better screening tools to analyze the traits associated with the company. Evolv, a small company in San Francisco, has developed testing tools to measure the suitability of candidates based on predetermined factors. For example, the retail industry needs to be decisive, spatial orientation, persuasive and other characteristics, customer service should be able to establish a good relationship with customers. The results of the screening can provide a lot of help for recruiting, management and performance evaluation.

Social analysis

A start-up company may not be able to afford expensive tests and assessments, so using social networking is a good option. Almost every job seeker now uses social networks. The social platform was initially thought to affect work, but now it has become a treasure chest of big data, providing information about the scope of the candidates ' communication and sharing content, and can help to understand them better.

Many startups now use platforms like Entelo to tap social data on Facebook, Google +, LinkedIn and Twitter. They are known as "talent search engines" and can be found in the right candidates according to the qualities that the company deems important and proven useful.

Analysis of recommended procedures

Although talent assessment and testing is important, but the most effective way to recruit staff is recommended. In fact, the retention rate of the employees who were recommended after one year was 46%, and 45% after two years.

Research has found that LinkedIn users update their self-introduction, focus on more companies, interact more with recruiters, and add referral information before changing jobs. Large data show that professional social network users are more likely to accept referral information.

If you use large data analysis recommendation networks, startups can learn the best sources of distribution recommendations, which are often important to the company. In general, the initial number of referrals may be only hundreds of, but the widening effect of social networks will increase the number of people geometrically exponentially.

If used properly, large data can predict the company's success in organization and recruitment. If you want to set up a company, you might consider trying big data.