What is HR Analytics and Data-Driven Recruiting?

Recruitment of employees has become the last line of adoption of analytics in business practices. Other tasks, such as marketing, manufacturing, finance and accounting, have learned how to use automation, sophisticated analytics, and big data to improve information quality, facilitate data collection and assist in better decision making. Recruiters, however, apparently resisted this trend for many years (Martin R Edwards,2019).

In the coming years, data-driven recruitment has the potential to transform the human resources industry. It is being accelerated by the cloud-based computing solution, more sophisticated software and the overall digitalization of the modern organization. Many forward-looking organizations are now implementing the fundamental steps towards total cloud integration. Cloud computing is the movement of data and software from internal (local) to external (remote) servers and hard drives. In three years, cloud computing is projected to raise $ 331 billion in market revenue. Information technology (IT) experts believe that the software will be almost completely separated from the hardware in the future, with an increasing number of applications stored on remote servers rather than on the user's own local hard drive. This change in storage location offers several key advantages, including increased cyber security and a unification of end-user experiences. There are additional benefits for organizations that implement cloud-based storage systems (Dan C.Marinesu,2013).The ability to centralize data from various sources through the cloud will allow companies to create substantial databases. The information extracted from these databases can be used for predictive analysis of target markets, consumer behavior and business trends, which gives companies a clear competitive advantage. With continuous advances in low-power processors and other chip technologies, companies can optimize investments and scale operations continuously, generating higher revenues, higher profit margins and greater operational agility. Another factor is the speed at which data travels across devices. Combined, these advances will allow companies to create larger applications and use their data in more complex ways.

"The dirty and good HR department is changing in the past. The geeks have arrived.
The outdated human resources department is changing. The geeks have arrived. Today, for the first time in the fifteen years that I have been an analyst, human resources departments are taking analytics seriously. And I mean seriously.”-Human resources expert Josh Bersin.

Today, Artificial Intelligence is a well-known topic that is broadly discussed in technology and business circles. Many industry experts and analysts argue that AI or machine learning is the future, but if we look around, we are convinced that it is not the future, it is the present. With the advancement of technology, we are already connected to AI in one way or another, be it Siri, Watson or Alexa. Siri is one of the most popular personal assistants offered by Apple on iPhone and iPad. The friendly voice activated assistant interacts with the user in a daily routine. She helps us find information, get directions, send messages, make voice calls, open applications and add events to the calendar.

Siri uses machine learning technology to get more intelligent and able to understand natural language questions and requests. Without a doubt, it is one of the most emblematic examples of gadget machine learning skills.

Netflix needs no introduction: it is a very popular content on demand service that uses predictive technology to offer recommendations based on reaction, interests, choices and consumer behavior. The technology examines a series of records to recommend movies based on your previous tastes and reactions.

It is getting smarter with each passing year. The only drawback of this technology is that small films go unnoticed while large films grow and spread on the platform. But as I wrote before, it is still improving and learning to be smarter.

Data-based recruitment encompasses the technologies and techniques used to analyze a large group of talents and identify candidates with the right skills and the right mindset to help the organization achieve its objectives. Applied well, it helps companies find employees who will fit into the corporate culture and become strong team players (Lyndon Sundmark,2017).

According to a recent LinkedIn report, data-based recruitment allows recruiters to
1.Ask the right questions.
2. Browse a large group of candidate data.
3. Analyze the results
The results are proven; Xerox used algorithm-based recruitment to decrease its dropout rate in its call centers by 20 percent. And these "people analysis" can lead organizations to recruit more productive workers. For example, Apple's best developer is more than nine times more productive than an average worker in a competing technology company. The best sales associate in Nordstrom generates more than eight times more revenue than an average seller in a competing store.

Other benefits of data-based recruitment include:

1. Improved workflows.
2. Almost immediate access to records and metrics.
3. Job search in real time.
4. Predictive analysis.

Part of what makes data-based recruitment successful is that it leverages a group of talents that can be used as a pipeline to identify candidates and reduce options until only the most suitable candidates remain. One of the challenges is to make data collection consistent: paper resumes are passed and candidates should be encouraged to submit their application through a portal on the organization's website. This eliminates the need to analyze individual resumes and enter data manually.

Bersin says there are two reasons for the urgency of adopting data-based recruitment:

1. It facilitates the use of the systems.

2. It improves the accuracy of the database used for people analysis and decision making.

In the Bersin report, 73 percent of organizations seeking updates said they want integrated data and analysis to be part of their new systems. Two-thirds of respondents said they are looking for a cloud-based solution.

The data-based hiring process is where human resources professionals / recruiters take advantage of the useful knowledge of the data, tangible facts and statistics to make solid and informed hiring decisions, from the creation of hiring plans to the selection of candidates. The advantages of Data-driven hiring process are Removing guesswork from hiring and forecasting, Better quality of hires, Reducing the time and cost to hire, ensure personalized and seamless candidate experiences and Removing bias from hiring and improving diversity &inclusion.

The disadvantages of Data-driven hiring process are if the algorithms used in the data-based approach reflect human biases and preconceived notions, then we may be automating human biases, Wrong/ irrelevant/ poor quality data, Recruiters lack data and analytics skills, Too much focus on the quantitative insights and Data is not translated into decisions (Rubert Morrison,2015).

Traditional Employee Recruitment Process Vs Modern Employee Recruitment Process: A viewpoint that illustrated how the process has evolved.

Recruitment is the process of finding and attracting potential resources to fill vacancies in an organization. It provides candidates with the skills and attitude needed to achieve the goals of an organization.

In the older version, recruiters followed candidates in specific areas, where candidates were more likely to look for jobs. Some examples are pages of newspapers and lists of job areas. Additionally, until recently, active candidates were described as an important source of resources for some jobs. Employees with at least ten to twenty years of work participation in the same company are given the opportunity to choose a number of futuristic candidates for the companies. They can even ask anyone in their family or friends to come and choose the job. Due to the large number of potential candidates, who just want to start their career recruiters have to work on job vacancies at candidate-hunting locations. And it is an undeniable fact that advertisements in newspapers are quite expensive. But you can easily be guaranteed to receive a few qualified candidates for your recent vacancies around here (Barber,1998).

Recruitment Process

Recruitment planning is the first step in the recruitment process, where vacancies are analyzed and defined. These include the characteristics of the job and its nature, experience, qualifications and skills required for the job, etc. The hiring plan refers to the default strategy for hiring employees. It serves as a timeline for companies when seeking qualified applicants for a company without a timeline reason. (Donald H.Sweet,1973).
The first and the most important process of recruitment plan is to identify this vacancy. The onset of this process is accompanied by the receipt of requests from individuals who are proficient in the arts related to various fields. Which contains number of vacancies to fill, number of positions, carry out duties and responsibilities, Ability and experience required. When a vacancy is identified, it is the responsibility of the supply manager to determine whether this position is necessary, permanent or temporary, full-time or part-time, etc.
Job analysis is a process of identifying, analyzing, and determining a particular job's duties, responsibilities, skills, abilities, and work environment. These factors help identify what the job requires and what the employee needs to do to make the job workable.
The job description is an important document, which is specific in nature and contains the final statement of the job analysis. This description is very important for the recruitment process.
The job specification focuses on the characteristics of the candidate who is being hired by the HR team. The first step in job specification is preparing a list of all jobs in the organization and its locations. The second step is to generate information for each task.
Job evaluation is a comparative process of analysis, evaluation and determination of the relative value / value of a job in relation to the other jobs in an organization. Strategy Development is the second step in the recruitment process. After completing the job description and job specification, the next step is to determine what strategy the organization should employ to recruit potential candidates. Developing a recruitment strategy is a long process, but having the right strategy is essential to attract the right candidates.
Searching is the third process of recruitment where resources are tailored to the needs of the job. After the recruitment strategy, the search for candidates will be started. This process consists of two parts. Such as source activation and selling. The sources are broadly divided into two types: internal sources and external sources.
Screening begins after the candidates have completed the sourcing process. Screening is the process of filtering out candidate requests for further selection process. Screening is an integral part of the recruitment process that helps exclude ineligible or irrelevant candidates, which were obtained through sourcing.
Evaluation and control are the last step in the recruitment process. In this process, the effectiveness and the justification and methods of the process are evaluated.

When it comes to recruitment, institutions around the world have taken benefit of traditional recruitment practices that have served them well and supplied employees who have played a major important role in defining their organizations.

Finally, the question to be asked is whether the traditional recruitment methods are used or not?
Although the traditional method of recruiting human resources for an organization is a time and cost consuming process, modern methods are turning the plate and using time and cost saving techniques to make it more effective and easier.

Modern Recruitment Process

Recent technology has changed the entire workplace for improvement. And the same goes with the recruitment process. Gone are the days when recruiters used to post ads in newspapers to find just the right candidate for a firm. With the rise of the job seekers market, with the help of an applicant tracking system or ATS, recruitment rules have changed completely. Therefore, recruiters have recently been forced to change their perspective, if they are willing to fill vacancies with honorable candidates (Zottoli & Wanous,2000). With the emergence of social media, global markets, and analytics tools, the entire recruitment business has changed.This helps further increase recruiters' reach. However, it can provide rigorous ways to address current sourcing issues (Vecchio,1995).
At present, the average employee is living with employers on an average of 4.2 years. After that, they are gearing up for a new opportunity and a better pay package (Pieper,2015). Since passive candidates are not enough to look for jobs, therefore, they exclude news sources. Before making the perfect leap, they rely on social media resources and word of mouth. Therefore, it can be explained that new recruitment methods can help you find the best passive candidate for existing vacancies in companies.

Hiring the wrong candidate can be a recruitment mistake. CV Library reports that bad job placement decisions in the United Kingdom could harm businesses of up to £15,000. Depending on the function and the number of applications received by an employer and a recruiter, that can make a difference quickly.

As a conclusion, it can be said under the old recruitment process, after establishing contacts, candidates are eager to apply for the position. Several types of candidates were selected, and this is the company's last call, to find the best in the draw. But, when it comes to new recruitment methods, only the top candidates are selected. Many recruiters are here to pursue top candidates. They may also be looking for some candidates who are not even planning a change yet. This will reduce the work of the central company, and give them ample options to choose the best candidates. Although you cannot deny the importance of the old methods of recruitment, they are not much in use these days. At the moment, without the latest recruiting techniques, finding the right candidate is a daunting task, and it is somewhat impossible to follow.

The Effects of Recruitment and Selection on Organizational Performance: theoretical views compared to practical scenario.

The most important development in the field of organizations has taken place in recent times the importance given to human resources (Djabatey,2012). Recruitment is the process of analyzing and inviting prospective candidates from within and outside an organization so that they can begin to evaluate them for future employment, selection begins when the right candidates are identified (Walker,2009). As defined by Ophtha (2010), recruitment is the process of finding and attracting qualified individuals to apply for job vacancies. In any organization's operations, recruitment and selection are its main tasks of the human Resource Department is the first step towards creating the competitive power of organizations.

Human Capital Theory as Proposed by Adam Smith (1723-1790) in Taxira (2002)People are thought to be fixed capital like a machine because of their skills and abilitieswhich has real cost and profit. According to the basis, in the theory of human capitalArmstrong (2006) is that people and their collective abilities, skills and experience, together with these abilities to deploy in the interests of the hiring organization, are now recognized asMaking a significant contribution to organizational success and also an important formation source of competitive advantage.

Although, it is necessary to select the right candidates in organizations, it still becomes an imperative step to implement proper sustaining strategies that boost the overall organizational performance. For an example, HNB  Jaffna Green Branch pays more emphasis on developing the pool of existing employees with consistent training and learning workshops.  As a branch that stands for promoting CSR as a core of business value, the HNB Metro trains its employees to have proper interpersonal values, which are then converted as a competitive advantage even at the view of all branches.

The resource-based theory (RBV) of Barney (1991) suggests that sustainable competitive advantage comes when firms have a human resources pool can't imitate or replace rivals. According to a resource-based view, firms should review their workforce regularly to make sure they have the right people with the right skills in the right places to ensure a permanent competitive advantage (Barney, 2001).

Recruitment and selection constitute a large part of the organization's total resourcing strategy, which identifies and protects the organization from short to medium-term survival and success (Elwood & James, 1996). In fact, the main purpose of recruitment is to create a pool of qualified candidates to enable the organization to select the best candidates for the organization, attracting as many employees as possible while the main purpose of the selection process is choosing the right candidate to fill various positions in the organization. The available evidence suggests that there is a positive and important relationship between them recruitment and selection and performance of an enterprise (Gamage,2014). Other studies such as Syed and Jamai (2012) have similarly shown that effective recruitment and selection enforcement are positively related to organizational performance. With exact note to recruitment and selection norm and organizational achievement, Montana and Chernov (2000) maintain that sourcing applicant in advertising and selection through advertising or other methods, examining potential candidates through tests and interviews, selecting or interviewing candidates based on test results, and onboarding to ensure that candidates can fulfill their new role effectively.
Although recruitment plays a key role, still external factors or macro level changes affect the performance of organizations.

Individual circumstances also play a key role.

The impact of various recruitment and selection criteria for employees has been the subject of research for over 60 years (Sinha & Thaly, 2013). Effectiveness is primarily assessed by turnover rates, job survival and job performance testing, as well as organizational issues such as referrals by current personnel, job postings at home, and re-employment of former employees (Zottoli & Wanous, 2000).

Hiring effective employees and selecting employees is a fundamental HRM activity, if so being well-organized can have a significant impact on organizational performance as well as more positive organizational icons, recruitment and selection are key to success of an Organization, having the right staff can improve and maintain organizational performance. Also, effective recruitment and selection is central to success because the organization depends on finding the necessary skills and people ability to deliver the organization's strategic objectives and the ability to be positive cooperation in Organization Values and Goals, Sasson (1994).

On the other hand, better recruitment and selection strategies result in better organizational results. The more effective the organization is recruiting and selecting candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization selection systems can affect lower-level business results, such as productivity and finance performance

The focus of recruitment and selection comes from the potential candidates against the inherent demands and rewards of a given task. Because of this, high performance companies devote considerable resources and energy to building high quality selection systems. The recruitment and selection process are important process for human resource management, and very important in influencing organizational success.

The quality of new recruits depends on the organizations' recruitment practices, and that is the relative effectiveness of the selection phase depends on the natural ability candidates attracted. Recruitment and selection of employees to a determines the performance of an organization to some extent and if it matters organizations want to achieve their goals.Recruitment and selection in any organization is a serious business because the benefit of any organization or achievement in service delivery consignment on the element of the workforce that was recruited through recruitment and selection exercises in the organization (Ezeali and Esiagu, 2010).

As a conclusion, it can be said employee recruitment and selection process plays a key role in the success of your organization. When done correctly, it allows you to attract the best talent and build a results-oriented team. Like everything else, this process is not perfect. There are different methods that companies can use to recruit employees, and each has advantages and disadvantages.

The importance of social media in HR and Employee Recruitment-Critical view

As a digital platform, social media has had a tremendous impact on how we maintain and communicate with friends, family and colleagues. The advent of social media sites like Facebook, Twitter, Instagram and others has presented to us a democratic platform where everyone has an opinion and an equal opportunity to be heard. Social media, as it is structured, allows people to share their opinions about life events, issues of political or social significance and their emotions. The medium is recognized in bilateral, instant communications that it offers through other traditional media channels such as television print, where communication is the only way.

Due to these many benefits of the digital platform, the presence of social media has become a fundamental process for every organization, for marketing or for corporate HR engagement. In any organization, HR is a function that deals with all employee-related issues such as payroll, hiring, employee engagement, learning and skills development, work environment. Methods such as skills acquisition, leadership, employee communication as well as attracting future employees. As social media helps them do this.

Another important aspect of the lives of HR personnel is to showcase them in the organization. If HR is not visible, they are not included with the employees. They do not have employee-related insights that need to make important HR decisions. Social media gives HR a chance to establish a relationship with every employee of this organization, regardless of their location. When employees find that there is a window where they can solve any problem, the visibility and credibility of HR as a job increases. It is a common platform that can generally be used to understand how an organization is perceived by its employees and potential recruits.

The Social media is the preferred source for job seekers. (Weiss and Barbeite,2001). Modern companies evolving their own websites and online work boards. The presence of social media has become a fundamental process for every organization, for marketing or for corporate HR engagement. The use of sophisticated technologies and software has influenced the ways in which employees are recruited and selected. Innovative technology gives owners significant control over the information accessed by their employees. In addition, many employers have begun to use advanced technology to access information about potential employees on general websites. (Vanlddekinge et al.,2013).

Social media is notorious as a 2.0 based Internet-based platform that allows users to create and exchange their content (Kaplan and Haenlein,2010). As noted by Segal (2014)

Recruitment is one of the most desired areas of HR on social media platforms. These platforms have accelerated the recruitment process, which includes initiatives like posting, resuming, in

terviewing, making offers.

The online recruitment process can be more cost effective than traditional methods, Online applications can be processed very speed, Adoption of e-recruitment is also an important reason for organizations promote their image as a progressive organization, It builds a wider pool by providing access to 24/7.This provides a great opportunity for searchers around the world to find the right candidate. It also attracts a larger or more diverse applicant. It also broadens the pool of potential applicants and recruiting, reducing the time for online recruitment can help organizations compete best suited candidate. Another reason for implementation of e-recruitment is reduce the traditional works and offering good service for candidates. Some people behave badly on social media we can determine if a potential candidate has a bad attitude when watching online sharing. (International Journal of Core Engineering & Management (IJCEM) Volume 1, Issue 5, August 2014).

Although there are numerous benefits to using social media in the recruitment process, there are some unexpected shocks that come with social media. For those of us who work in the recruitment industry, finding candidates on social networking sites can be harmless. No one even knows, right? But according to a 2013 study conducted by the Advisory, Reconciliation and Mediation Service (ACAS), job seekers do not believe that avoiding the presence of social media or keeping someone fake or neutral is a good job. Although the Internet is primarily a public sphere, some people find employees uncomfortable checking their accounts, as they consider them 'personal' bubbles. Another consequence of recruiters relying on social media is the tendency to create bias. Well, with people with good social media presence, an employer may be prejudiced, compared to people who are not very active online (Connelly and Ones,2010) .Social media can be an incredibly powerful tool for getting an early background check, but it can sometimes provide us with information that can adversely affect our decision. As such, it cannot stand as a recruiting tool by itself.

There is no doubt that social media has improved this recruitment Increase the process by making it more open and democratic.