Yes, these two forces had to meet. Not many people embrace the term big data because, well, it’s a little scary. Should it be? Well not if you use big data the right way, and it’s really easy to use it the wrong way, so yes and no? It’s not a personalized process, and therefore goes against a lot of what we believe in, but there are other ways to use big data to arrive at a smart talent strategy.
For big big companies with large workforces, big data can drop attrition levels by quite a few clicks when used to isolate candidates. Like anything else that involves data, you have to be careful in the way you set up the variables and analytics (yeah this stuff doesn’t really get us all that excited either but it can also help communicate strategy to people who do love this stuff).
There are other ways to use big data besides culling, and maybe the best way is by using data to communicate expectations. If both top tier executives and hiring managers know how long it typically takes to fill a certain position as well as how much it costs, the hiring strategy gets a lot smarter and the work a lot easier. You’re not struggling to meet unrealistic expectations. That seems smart to us. Treating people like numbers isn’t our thing, but we do like to make everyone happy. Maybe not an embrace of big data but definitely a fist bump.
NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.