Read the full post on the SharedHR blog.

According to a recent article in The Economist, software firms are using big data analytic tools to identify patterns in recruiting. For some organizations, these data patterns are actually influencing new hire decisions.

Human resources professionals, just like professionals in every field, make mistakes. According to big data software advocates, HR managers can make better hiring decisions by using better recruiting tools.

Big data is the business of analyzing mountains of data to sort out patterns which may not otherwise meet the eye. Here’s an interesting example: applicants who complete online job applications using downloaded browsers (such as Firefox or Google Chrome) perform better and change jobs less often than those who complete their applications with Internet Explorer – Microsoft’s standard Windows browser that comes with most software packages. The big data analysts believe that individuals who take the time to download their own browser, are more concerned about security, perhaps are more efficient with software, and most importantly, may be the sort of people who take the time to reach informed decisions. The big data company, Evolv, mined workplace data and has analyzed over three million data points from more than 30,000 thousand employers to find this pattern.

Evolv mines data in more than just the recruiting process. In fact, it monitors electronic data on current employers to determine which employees are more effective and successful and tries to tie that back to the recruiting process. According to national statistics, 60% of all American workers earn hourly wages. On average, 50% of hourly wage earners change jobs each year. Turnover in hourly positions is a huge challenge for retail, hospitality, and many other industries. Finding patterns through big data could potentially yield a point or two reduction in turnover which could mean significant savings and greater efficiencies.

Read the full post on the SharedHR blog.
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