Big data, which is commonly measured in terms of volume, velocity and variety, is enticing to many but useful to few. The reason is that the sheer volume of data needs to be tamed and organized in order to deliver tangible and usable information. Is your organization focused on big data’s bottom line deliverables? Or is your organization seduced by the numbers without the tools to interpret data in useful ways?
Big data is so complex, it needs to be disentangled, interpreted, disseminated and used in practice in order to useful. It’s not some gigantic jumble of names, numbers and facts to be handled irresponsibly or carelessly and then tossed aside as a failed experiment.
If you represent an organization looking to use big data, but you’re unsure how to stay focused on the big data bottom line in order to use it as a recruitment tool, look no further than the pharmaceutical industry.
Big pharma Glaxo Smith Kline not only uses big data for its recruitment, but it also is pushing for big data to influence new client gain and retention. To lead by example, this pharmaceutical giant is offering its treasure trove of big data to researchers who have been challenged with answering the needs of people who have yet to sign up for pharmaceutical answers to their physical, emotional and mental needs.
So how can your organization use big data for your recruitment needs? Try these smart tactics to realize actionable results.
1. Throw Away the Junk
That’s right. There’s a lot – a ton – of junk included in big data. Example: if you’re looking for a market researcher, does it really matter if their hobby is collecting elephant statues or knitting? You get the point.
2. Forget the Stereotypes
Don’t even think of tossing aside applications just because the person lives in a foreign country. These days, people travel and live abroad for personal and educational reasons. Also, education transcends boundaries. You may be skipping over a 4.0 GPA applicant because they contact you from Ecuador, thinking that…
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