Making the Hiring and Firing Process More Scientific with Big Data

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Interviewsby Angela Guess

Matthew Wall of the BBC reports, “The bald truth is that most companies are pretty bad at recruitment. Nearly half of new recruits turn out to be duds within 18 months, according to one study, while two-thirds of hiring managers admit they’ve often chosen the wrong people. And the main reason for failure is not because applicants didn’t have the requisite skills, but because their personalities clashed with the company’s culture. So these days employers are resorting to big data analytics and other new methods to help make the fraught process of hiring and firing more scientific and effective. For job hunters, this means success is now as much to do with your online data trail as your finely crafted CV.”

Wall continues, “While the internet has certainly made it easier to match jobseekers with vacancies, a number of firms are moving beyond automatic keyword matching to find “suitable” candidates and trying more sophisticated analyses instead. For example, recruitment technology firm Electronic Insight doesn’t even bother to look at your skills and experience when analysing CVs on behalf of clients. Recruiters claim that games reveal more about a candidate than a traditional CV and covering letter. ‘We just look at what people write and how they structure their sentences,’ says Marc Mapes, the firm’s chief innovation officer. Its algorithm analyses language patterns to reveal a candidate’s personality and attitude, and then compares this against the cultural profile of the company.”

Read more here.

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