Wired – Big Data Brings Big Changes to Recruiting

January 2014 | Riviera Partners

In a recent publication in Wired, Michael Morell shares his thoughts on the future of recruiting. He discusses the importance of understanding the latest advances in technology and makes the case that the best recruiters will be able to use insights derived from big data...

In a recent publication in Wired, Michael Morell shares his thoughts on the future of recruiting. He discusses the importance of understanding the latest advances in technology and makes the case that the best recruiters will be able to use insights derived from big data to fundamentally change the recruiting experience for both candidates and clients. However, this is not to state that successful recruiting endeavors of the future will solely rely on “data-mining” their way to the perfect candidate  — recruitment will never fully stray from the human component (communication, emotion, relationship building, etc.). If combined correctly, the relationship of both man and machine will push the boundaries of recruiting as we know it.

(Wired) – Big Data Brings Big Changes to Recruiting

It’s no secret that companies — particularly small businesses and startups — face challenges when it comes to finding and hiring the best possible talent. While it’s true that the age of the internet has made a wealth of information available on potential candidates, wading through all that data can be a considerable time (and money) suck. It’s enough to make you miss the good old days when referrals were the only way to find employees. (In fact, referrals are still an important factor, but more on that later.)

What’s certain is that big data is the future of job recruiting and development, and understanding how to make sense of it will be critical to a company’s success. These days, big data is helping fast growing companies find their perfect engineers, developers and executives. And everyone can say they have access to big data with LinkedIn, G+ and other profiles on the web. However, you can’t just “data mine” your way to the right candidate; you need the right tools to analyze it, and the right people who can provide meaningful insight.