“The only way to do great work is to love what you do” – Steve Jobs
Employers have evolved over a period of time in big data recruitment, all employees are purely based on their hard skill sets in recruiting with a proper understanding whether a candidate would fit into the very fabric of the company or not.
Human resource specialists have employed many strategies in big data recruitment such as having strategic gatekeepers and focusing on behavioral aspects of the candidate.
The most popular example being the Southwest Airlines asking their own employees to be gatekeepers and giving them autonomy to choose their future co-workers.
This ensures Southwest to employ like-minded dynamic individuals with a great sense of humor which is the very fundamental culture of the company.Employing these innovative recruiting methods not only mean finding the right candidate but also improves the employee sticking rate.
It reduces attrition. Innovations in the recruiting include behavioral tests that rely less on self-assessment and which tap into the subconscious of a candidate.
A company called Knack is finding the right candidates by tracking how you play your cell phone games.
Knack is collecting thousands of data points about how you play. The more data they collect, the more accurate they are going to be while suggesting you as a candidate match.
Guy Halfteck, the company’s founder, says “Gameplay correlates with how people think and work”. I wonder if a game of Angry Birds can lead you to get a job!
Recruitment procedure
The advances in big data recruitment, companies are conducting more nuanced tests that can provide more useful details about a candidate’s innate abilities.
Take for example a company called Pymetrics which was founded by Frida Polli an award-winning neuroscientist at Harvard and MIT.
Pymetrics is using a combination of neuroscience and big data to reinvent career search and hiring.
I personally tried Pymetrics and it was a perfect match with the kind of job I am doing today (hope my manager reads this, winks).
I believe that as smart recruiting becomes a more mainstream method of recruiting for companies, it will be beneficial for employers and employees equally.
If Netflix can recommend you a movie based on your past preferences or Amazon can suggest a book or OkCupid can recommend a person who you can fall head over heels with, wouldn’t be it great if the same could happen for your career?
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