big data in human resources

Global Mobility Specialists Catch Up on Big Data in Recruitment of Talents

Big Data. That’s the buzzword of the digital business landscape today, and organizational disciplines like human resources are fast catching up. It streams through your company’s network of computers and databases every single day.

Name it and Big Data has it: images, documents, voice and video recording, web content, statistics, sales reports, photos of your last event, customers response to the last marketing campaign, customer feedback and complaint, employees’ personal profile, company expenses — this article won’t even begin to cover every kind of data that fills your system.

Organizing them is an immense challenge. Making sense out of them and using that analysis to help craft business decisions that can lead to significant positive results seems an impossible task. But both are being done slowly and steadily as organization heads come to grip with the realization that Big Data can give them a competitive edge over their competitors. It can also enhance their business sustainability.

SAS gives other reasons why organizations find Big Data compelling. Reasons for failure and issues can be tracked down, analyzed, and repaired in real time. Fraud can be blocked before it happens. Customers’ buying behaviors can be scrutinized and used to tweak and develop current sales and marketing campaigns.

Big Data’s capabilities to measure human behavior and come up with an overview of an individual profile are being adopted by organizations’ human resources department to spot qualified talent. As Engineering explains it, human resource managers mine Big Data for a candidate’s competencies, experience, talents, and professional motivations to find the perfect need for their recruiting needs. Recruiting costs might even go down as Big Data now offers them a larger pool of candidates to choose from, instead of being limited by the results of traditional job recruitment methods. And in a strategy that pleases their cost-conscious supervisors, resource managers are also applying analytics to determine the return of investment for each recruitment campaign, the cost of recruitment for each candidate measured against his potential benefit to the company, and the ultimate value that each employee brings to the organization.

Global mobility specialists can take a page from their human resource colleagues because metrics and data analysis have become key to their decision-making and planning, as well as that of their superiors’. According to a study by the Harvard Business Review, global mobility specialists say they need to measure the following data in order to come up with more productive strategies for talent recruitment and retention: competency, employee engagement, cost vs. benefit per talent, rate of turnover, and percentage of diversity.

Then, to further track the development of each hired assignee and gauge how his performance contributes to the company’s goals and bottomline, global mobility specialists use Big Data analytics to study the following: the assignee’s career progression, skill acquisition, performance rating, fulfillment of assignment, impact of knowledge transfer to host location, and cost vs. benefit per assignee.

Big Data analytics can also be used as a tool to discover the regions that appeal the most to assignees and relate that with the innate strengths of said locations to come up with a competitive package for these potential hires. For example, the culture vital to assignees like openness to diversity, respect for privacy, and career mobility, can highlight the state of Northern California as a preferred destination. Then linking that information to its high-quality furnished apartments offered by California Corporate Housing, following by a unique design plan that allows the assignee to customize these living spaces according to his culture, just might sweeten the deal.

There are immense advantages to using Big Data to fulfilling a global mobility specialist’s goals — including showing his superiors strong supporting information on how global mobility itself can be an asset to the organization. According to Big Data analytics, global mobility can capitalize on new market growth, enhance corporate culture,and  develop a line of succession including the C-suite levels. It can also improve diversity, measure and improve unit profitability, and recruit new employees.