At Capgemini, it is critical for our HR professionals to match candidates and requisitions in a matter of hours and sometimes days.
By leveraging Big Data, Natural Language Processing and advanced analytics, we built a solution called People Analytics that can leverage structured and unstructured data to match candidates to job requisitions and provide recruiters with a ranking of each candidate. As a result, People Analytics can help recruiters identify ~80% more relevant candidates and reduce by ~80% the amount of time recruiters spend reviewing resumes and job descriptions.
Sounds exciting? I thought so too! Having worked in the recruiting department, the number of resumes recruiters have to review was overwhelming. There is an old statistic from a 2012 survey at Ladders.com that shared recruiters spend on average of 6 seconds per resume. Granted this statistic is dated, but still relevant.
Why do I find People Analytics exciting? Companies want to hire the best and candidates put their best foot forward but if a candidate does not happen to have a keyword in their resume that the recruiter is using to filter resumes or the candidate is not particularly succinct or adroit with their words, both the company and the candidate misses out. Are companies hiring candidates for their writing abilities or for their skills?
So, how does People Analytics work?
People Analytics groups keywords together to create concepts. For example if a resume contains the word Cognos and Business Object, then this candidate might be a good match for a HR Analyst role who does a lot of reporting. If the candidate has experience with HR data, their ranking improves. If the candidate has no experience in HR, their resume will still be included in the pool but at a lower ranking.
Companies still have to invest time in crafting job descriptions and candidates still need to spend time writing their resumes but by leveraging technology, there is a gray area. People Analytics can identify candidates that recruiters might not have seen (at no fault of their own), thereby increasing the potential pool of candidates.
By having recruiters spend less time on initial screenings, recruiters can pivot and focus on the more nuanced art of identifying the best candidate for a position.
By leveraging big data, the potential pool of candidates increases. Recruiters are no longer reliant on active candidates, but they can now actively reach out to passive candidates such as current employees. In addition, People Analytics can help recruiters consider candidates they normally would have passed because People Analytics can recognize skills a recruiter might not recognize. This is to not say the recruiter are not doing their job, but recognizing after 30 resumes, it is hard to focus and connect the dots.
People Analytics solution keeps the advanced analytics in the background and offers a user-friendly interface geared toward HR managers, not data scientists. People Analytics can help increase a pool of candidates without compromising quality and improve your company’s hiring process.
(About the author: Tylau is a consultant at Capgemini. This post originally appeared on her Capgemini blog, which can be viewed here)
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