Like the vast majority of sectors and industries, HR is going through a massive shift called digitization. Concerning human resources, both companies and departments in large corporations begin to understand that big data in HR is something more than just a nice-to-have addition. Big data in HR has everything it takes to transform the whole industry and take recruitment processes to an entirely new level. In this article, we are going to take a closer look at big data in HR. How is this trend changing modern human resources? And what can smart technologies offer concerning recruitment and staff management? Let’s find out!

Proper use of big data in HR opens many new doors for the whole industry, that’s indisputable. Let’s be more specific and examine ten of such possibilities.

Big data paves the way for AI

First off, we have to say that smart assistants and other AI-based solutions are becoming prevalent in modern HR. There are a few ways in which AI can improve HR processes:

CV/RESUME SELECTION

Intelligent algorithms such as Olivia (made by US AI company Paradox) help recruiters in screening hundreds of resumes they receive each month. Perhaps, you’ve heard that recruiters have around 5 seconds to take a look at one resume. In human terms, that’s rarely sufficient. Olivia removes this problem altogether. This algorithm helps HR professionals by automating screening resumes, conducting initial interviews, and scheduling final interviews with selected candidates. In other words, Olivia provides recruiters with a shortlist of preselected resumes so that they can focus on analyzing the most promising candidates more thoroughly.
See how Olivia works:

FACIAL EXPRESSION ANALYSIS

In the covid-19 times, the vast majority of HR interviews happen online. That’s especially true when your company works with freelancers and other employees working remotely. Facial expression analysis can be a tremendous help for the recruiter conducting such an online video interview. These algorithms can provide vital information on the nonverbal signals given by the candidate.

FIND THE BEST RECRUITMENT CHANNELS

What’s the best source of great candidates? Linkedin? Glassdoor? Indeed? There is no specific answer in many instances, and each company has to find out what works best for them. Big data in HR can help you find the answer to this question and prioritize diverse recruitment channels so that you can focus on the most effective ones.

VIRTUAL ONBOARDING

Each new employee needs onboarding. However, in many instances, this process can be time-consuming. And now, imagine that you have a special chatbot/voicebot that deals with the process. Your company can focus on administrative and legal work related to hiring a new employee. At the same time, the chatbot can explain to this new member of your team how your company operates, what departments are there, and your goals values.
Of course, the human part cannot be neglected, but all the theoretical elements of the onboarding process can be automated and thus streamlined. Additionally, HR applications like Stonly offer ready-made onboarding templates for different positions.

Read more about Artificial Intelligence in Recruitment

Other uses of big data in HR

DIGITAL WORKSPACES

The popularity of workspace apps like Slack has skyrocketed along with remote work. With employees spread around the globe and most of the team working from home, these apps help HR managers keep everything under control and simply get the work done. Currently, these apps are really advanced, and they allow management and HR professionals to:

  • Manage projects
  • Track progress
  • Communicate with other team members

big data in hr

STAFF SCHEDULING

That’s a real problem, especially in large corporations hiring thousands of employees. Staff scheduling entails considering legal and contractual requirements, specific team members’ qualifications, and their availability. So, staff scheduling is possible thanks to modern workforce management software (WFM), which is frequently based on the effective use of big data in HR.

PERFORMANCE MEASUREMENT

Every manager wants to know that their employees are doing their job correctly and effectively. Usually, performance measurement consists of such elements as customer survey scores, a number of answered calls, or a number of problems solved. It’s all big data in HR! With this input, you can track each employee’s performance, implement corrective actions, and assign tailored training programs.

human resources

THE CLOUD SUPPORTS BIG DATA ANALYSIS

Thanks to cloud-based solutions and infrastructure, you can analyze big data in HR in a much more effective manner. Furthermore, HR is becoming digitized and the majority of resources are now located in the cloud. In many instances, that’s a safer, cheaper, and more effective way to store and analyze big data in HR.

It might be interesting for you – Cloud Migration and Why you should consider it

REMOTE WORK: POSSIBLE AND EFFECTIVE

Thanks to the proper management of big data, many HR departments realized that remote work could be as effective as the standard one in an office. Moreover, we could even say that big data streamlines maintaining productivity and engagement in the home office setup.

INCREASED PRODUCTIVITY

As our experience shows, the main benefit of big data in HR lies in enhanced productivity. Companies and HR departments using big data can do their job much more effectively and quicker, too. Big data and AI-based solutions help you keep everything organized and measured, making each project more straightforward to finish and evaluate.

As you can see, big data in HR is a true game-changer. If you want to find out more, go here and discover our big data consulting services. The Addepto team is at your service! Don’t hesitate to contact us!

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