1. When Big Data Meets
Recruiting
Social Recruiting Asia Congress, 24 March
2015
From
Dheeraj Shastri
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

2. Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

3. What is Big Data
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

4. What is Big Data
Big data is a buzzword, or catch-phrase, used to describe a
massive volume of both structured and unstructured data
that is so large that it's difficult to process using traditional
database and software techniques.
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

5. Big data is: rapidly increasing amounts of data,
generated by multiple sources, in many formats;
analyzed for new insights
The variety of data types are increasingly diverse.
Structured data* often comes from transactional
systems, while unstructured data comes from a
number of sources
such as photos, video,
text documents, etc.
Variety
Velocity
Volume
Veracity
Value
The volume of data being produced
has increased rapidly. Organizations
are faced with data from numerous
sources including the enterprise,
the cloud, and social media.
Data is being generated at
increasing rates.
Organizations not only need
to address how quickly data is generated,
but also how quickly
the data needs to be analyzed
before it becomes stale or obsolete.
Getting value out of
big data is dependent
on having quality data. If
an organization’s data lacks veracity
(correctness), decisions may be made that
do not actually benefit the organization.
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

6. Data you see...
Platform usage...
Other Data
You need special tools/activities to see

7. Predictive Analytics an enabler of Big Data
Internal Data
• Number of hires in past
24 months
• job level & job function
• Attrition predictions
• Business & job level
External Data
• GDP
• Inflation
• Unemployment rate
• Age group
• Education
• Sector
Data sources
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

8. Big Data and Predictive
Analytics enable HR from
“I Think to I Know”
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

9. For Recruitment: The Basics Have Not Changed…
Need To Find & Attract The Best Talent, As Quickly
As Possible, For The Best Cost
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

10. Identify and prioritize:
Pivotal Roles
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

11. Specialist Key
Flexible Fundamental
Vacancy Impact
Scarcity
Short & Long-Term Impact
Vacancy in role has
significant impact
on short-term;
Specialized skills or
knowledge that
must be recruited
and/or developed
Vacancy in role has
significant impact on
short-term;
General knowledge
and skills
Vacancy in role has
little impact on
short-term;
Specialized skills or
knowledge that
must be developed
and/or developed
Vacancy in role has
little impact on short-
term;
General knowledge
and skills
Focus On Positions That Have The
Greatest Impact
Long-Term Impact
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

12. Know Your Typical Funnel
40
Sourced
14
Responses
5
Interviewed
1
Hired
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

13. Strategize the activities
Forecasting
Where are the most strategic
places to advertise?
Activity Summary
What does my recruitment
marketing activity look like?
Competitive
Analysis
How did my investment work
for me compared to my Talent
Competition?
Marketing
Effectiveness
How well did my investment
work for me?
Big Data
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

14. Market Your Message
In The Right Places, The First Time… Ahead Of The Competition
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

15. How To Apply Big Data In Talent Acquisition
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

16. The sourcing method
chosen is based on the
scarcity of talent and the
importance to the business
strategy.
Each method requires its
own strategy!
Specialist Key & Critical
Flexible Fundamental
Value Creating / Short-Term Impact
Scarcity
Affected by Strategy Affects Strategy
Pipelining
Sourcing
Build pipelines and direct
source for roles that will
yield valuable, recyclable
intelligence.
Labor Market
Research
“Quick wins” that yield high
intelligence but are easy to
execute and can be managed
with less resources
Agency
Engagement
Outsource roles that are
resource intensive but will yield
little intelligence.
Consultation &
Development
Leverage opportunities to
help managers increase
their networking skills, etc.
Determining The Best Sourcing Methods
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

17. Which Pond To Fish In?
17
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

18. • Know Your Data – by Position &
Labor Market
• What? So What? Now What?
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

19. In the end – it’s all about driving
Find Candidates, Fill Jobs Faster, Spend Smarter!
Source info: October 2012, 2013 Harvard Business Review, oracle Human capital management; eQuest Big data

20. Questions