Is data analysis the secret superpower to recruiting?

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

Those companies that best know how to use and measure data will be the ones that stand out in the market and find the best talent.

In an interview, Rodrigo De Divitiis, Customer Relations Manager of LinkedIn Talent Solutions for Latin America, points out that the trend this year has to do, to a greater extent, with strategies based on data analysis.

"It's about using big data to find the right employee. Many firms do not know how to use that information. Therefore, the correct handling of data would help to reduce the margin of error when hiring and with it have applicants who really meet the profile sought," he says.

In that sense, the manager states that Artificial Intelligence (AI) will play a very important role in this 2019.

According to data from the interviewee, in a survey of 9,000 executives and hiring agents, 35% of Human Resources managers in the region consider that AI has generated a positive impact on the way they recruit. Of these, 58% say that it has brought benefits in the search for candidates. 42% agree that the AI ​​benefits them in generating an agenda for their own recruitment process.

"Artificial intelligence has established itself as a very powerful tool in the field of recruitment, and will surely be a rising trend for the repetitive and mechanical aspects of the search," he says.

It indicates that other digital resources allow candidates to be inspected, even before contacting them. For example, chatbots, or conversational robots, can be programmed to ask candidates questions without hiring agents having to invest their own time.

"Data analysis is a key element for making smarter decisions. Many companies are actively seeking ways to apply these trends and other resources to develop the best recruitment tools," he says.

Where is the talent?

Searching talents has always been a profession that draws heavily on the skills of recruitment agents. The research revealed that most talent management professionals use computerized information in their work and will surely use it even more in the next two years.

"In this sense, the challenge today is the volume of data available and the speed with which it can be analyzed. In addition, the data now available to companies can feed various auxiliary programs in making recruitment decisions," adds the specialist.

In addition to helping companies make strategic decisions when recruiting candidates, digital information can be an ideal element to level up the role of professionals in the recruitment area.

While the majority of people focus on having an opinion about who is the ideal candidate, how hiring should be done and where it should be carried out, the most innovative companies decide to rely on hard data.

"It is no surprise that 69% of hiring managers and professionals in the area of ​​talent management consider that using these mechanisms is ideal to boost their careers," concludes De Divitiis.

5 different techniques for job interviews

These are 5 techniques that make the big change in the job interview, according to LinkedIn:

The assessment of online social skills analyzes aspects such as teamwork skills and curiosity, to draw a more complete picture of the candidates during the early stages of the selection process.

At work auditions companies pay candidates to carry out some tasks with a view to observe in action the skills of each.

Informal interviews that take place outside the office, for example, during a meal, provide a unique perspective on the personality of the candidates and allow each company to adapt this model creatively.

Companies can design immersive 3D virtual reality experiences that test candidate skills in a standardized way.

Video interviews can be filmed or carried out live and allow you to capture the most eligible candidates from a larger talent pool.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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