How recruiters can use big data to hire like Google...

Attracting, retaining and developing talent at Google is serious business, and one that has paid off.

Reportedly, each Google employee generates an average of nearly $1million in revenue and $200,000 in profits each year; a testament to the efforts Google puts into attracting the very best talent and making sure that the candidate experience is one that encourages their employees to stay for the long-term.

We recently spoke to Robert Dagge, Managing Director at Dynistics, about how recruiters can better harness ‘big data’, even without Google’s resources: “Instead of basing decision on assumptions, first impressions and relationship building, Google uses statistics and algorithms. As a result, it uses analytics to expand the candidate pipeline; improve decision making and identification of the best candidates; and make the hiring process fast and efficient.”

He gave us his five tips for recruiters looking to utilise Google’s technological processes, which can be seen below:

1. Focus on data, not relationships 

Big Data is making it far easier to plan ahead and prioritise. By using dashboards to obtain a single reporting view, organisations are able to take a more analytical and informed approach to appointing the right staff, confident that the data is accurate, subsequently delivering increases in revenues.

2. Ensure you’re attracting the right talent

In Google’s short lifespan, it has grown from a two-man start-up to an organisation with nearly 37,000 employees in 40 different countries. How have they successfully managed and integrated these new staff while motivating them to be innovative and productive?

By defining what talent means to your organisation, you’re far more likely to recruit those individuals who are the right ‘cultural’ fit and ‘buy in’ to your organisation’s values and long-term goals. Engaged employees are not only more likely to stick around, but they’re also enthused and motivated. You therefore need to develop a clear view of who your key talent is and make sure those individuals are identified, managed and rewarded.

Technology is also proving to be an invaluable tool for staff benchmarking. Using data to analyse and compare the productivity and success of staff enables organisations to set a gold standard to aspire to. Failure to do this could mean you lose disenchanted members of staff to other more dynamic organisations or they will stagnate, adding little or no value.

To continue reading Dagge's tips, click next...

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