AnHRInnovator is a blog site dedicated to discussions about the future of HR and the ideas, trends and people who will drive it. It is also a personal journey mapping the development of a new world for HR data services. Hop on and enjoy the ride.
Tuesday, January 15, 2013
Digital Recruiting is Not Mission Impossible
A few months back I read an HBR Blog called Digital Staffing: The
Future of recruitment-by-Algorithm by Tomas Chamorro-Premuzic where he
started out by mentioning that “Americans are now spending more time on social networking sites
than on all other sites combined” and that “As a consequence of spending so
much time online, we now leave traces of our personality everywhere (and that)
these online behaviors are of increasing interest to recruiters and employers,
who are desperately trying to translate them into "digital
reputations" and use them to find talent online.”
Chamorro-Premuzic felt there were three primary reasons that employers are
likely to find their future leaders in cyberspace.
First, the web makes
recruiting easier for employers and would-be employees.
Second, the web makes recruiting less biased
and less clubby.
Third, web analytics
can help recruiters become more efficient.
I could not agree more.
About 8 months ago I partnered with a colleague of mine who is a PhD in
artificial intelligence to begin building a data access and retrieval solution
to help recruiters. Our first product is going to focus on leveraging internal referral
networks. But we have several more ideas planned. The information available in
public and private networks – our electronic footprint – is exploding, and
while there are still several important issues to resolve around privacy, data
miss-use, data ownership, etc. the growth of social data mining for recruiting,
employee engagement, employee development, contract staffing, you name it, is
going to explode in the next 2 to 3 years.
In his HBR Blog, Dr
Chamorro-Premuzic predicts that “We will soon witness the proliferation of
machine learning systems that automatically match candidates to specific jobs
and organizations. Imagine that instead of receiving movie recommendations from
Netflix or holiday recommendations from Expedia, you receive daily job offers
from Monster or LinkedIn — and that those jobs are actually right for you.” LinkedIn,
of course is already doing this – just not very well yet. But it will get
better, and companies like mine will be layering new products on top of these
networks to improve these data services even further.
I look forward to the
day when I can wake up in the morning, choose the “job” I want to do for that
day, and head to sleep knowing I will have new options again the following day.
morning, Mr. Hunt. Your mission, should you choose to accept it….