Comments on: 3 Ways Recruiters Can Use Big Data to Find the Best Job Candidates http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/?utm_source=rss&utm_medium=rss&utm_campaign=3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates Personal development meets professional aspiration Fri, 25 Jul 2014 21:13:00 +0000 hourly 1 http://wordpress.org/?v=3.9.1 By: Headfield.com http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-36589 Mon, 07 Oct 2013 17:18:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-36589 Thanks Dave….These tips are really very helpful. These days recruiters and employers are going online to find the best candidates for openings.

]]> By: 3 Ways Recruiters can use Big Data to find the ... http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34959 Fri, 28 Jun 2013 22:45:10 +0000 http://blog.brazencareerist.com/?p=12701#comment-34959 [...] Overwhelmed by the sheer amount of data that comes along with recruiting and tracking candidates? These techniques will help you use that data to become a more effective recruiter.  [...]

]]> By: davemendoza http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34358 Tue, 28 May 2013 06:00:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34358 To get the technical version that elaborates on all the issues addressed by the comments, you can find a fair assessment to be reviewed within my research white paper,”Futurecasting: How the rise of Big Social Data API is set to Transform the Business of Recruiting.” ( http://bit.ly/ZAcQ40 ).

]]> By: davemendoza http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34306 Fri, 24 May 2013 07:55:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34306 The article clearly emphasizes the critical point “improve your recruiting systems, data and processes.” I am not suggesting the three steps “are big data” but how to be proactive in applying quality validation in anticipation of divergent data streams. The article parameters limit the technical discussion aspects to be sure, and hence for a true technical elaboration of true big data and social api convergence I invite you to read my white paper, “”Futurecasting: How the rise of Big Social Data is set to transform the business of recruiting” ( http://bit.ly/ZAcQ40 ). To every story allegory there is a lesson … and we start with the basic beginnings to recommend first …. fix what you have in a proactive manner. Surely we dont suggest that every recruiter has there fingers in the backend of big data outputs, correct? That said, as I have personally reviewed hundreds of thousands of records in the raw …. I can tell you sincerely, if the field filters feed off incomplete data to begin with, and aged data above all ….. you can not hope to visualize the end goal of a convergent system – standardization and criteria are the start. Data above all most be scalable, distributable and easily migrated … and all these three factors immediately hit a wall without codifying process for a team to segway into this new frontier. Hence, we start with the rudimentary basics to accomplish the end goal of “improving your recruiting systems, data and processes.”

]]> By: singerclass22 http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34301 Fri, 24 May 2013 02:39:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34301 a like this….

http://mesinjahitsinger8280.blogspot.com

]]> By: Liz http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34287 Thu, 23 May 2013 05:54:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34287 This is a good piece

]]> By: Marlo http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34284 Wed, 22 May 2013 23:48:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34284 I think this more accurately displays big data’s role in HR. http://bit.ly/13GsO2K

]]> By: Cap'n Balls http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34276 Wed, 22 May 2013 19:28:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34276 This article outlined what’s really wrong with a lot of the recruiting specialty. This guy is a “thought leader” and calls this big data?

Hahahaha.

]]> By: Felinearity http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34275 Wed, 22 May 2013 19:07:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34275 /facepalm. Using a Gdocs spreadsheet and keeping your ATS in Bristol fashion is NOT using “big data” for recruiting.

“Like much of the language used in recruiting and HR, it’s easy to be intimidated by terms like “big data,” “social API” and “CRM.”/doublefacepalm. If tech recruiters are “intimidated” by this, they really deserve to be replaced by algorithms that intelligently scrape code repositories and organize into profiles with contact info. THAT is using big data to recruit. Idiot.

]]> By: Olive http://blog.brazencareerist.com/2013/05/21/3-ways-recruiters-can-use-big-data-to-find-the-best-job-candidates/comment-page-1/#comment-34259 Tue, 21 May 2013 17:45:00 +0000 http://blog.brazencareerist.com/?p=12701#comment-34259 Hey have any of you checked our myedu for employers? They have a new recruiting tool targeting college students and recent grads. Seems like a great place to find entry levels hires and interns. They just launched a free trial today so might be worth checking out. You can find it at employers.myedu.com

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