The hiring landscape is changing rapidly and corporate lawyers are feeling the impact. The environment is complicated and so are the tools that employers use to sift through mountains of resumes. Time is short for most recruiting professionals and finding the best candidates has become increasingly competitive. Often, it’s the first employer to find a candidate, and make an offer, that is able to recruit top talent.
So employers are rapidly turning to vast data stores and software to assist them in culling out the chaff and leaving only the desirable candidates behind. Some refer to this as the “Big Data” movement.
What is driving the move to Big Data? First, most candidate assessment tools are extremely old and outdated. The software is based on decades-old assumptions and processes and don’t take into account the way candidates want to find jobs and the way the modern workforce communicates and lives.
Additionally, the modern workplace has changed and the metrics we’ve typically used in the past to assess performance have changed. Technology has changed what jobs demand, the work hours people choose, where they work from, etc. Tradition tools aren’t equipped deal with these changes.
The workforce has changed as well. Generations of workers have come and gone since recruiting tools were updated and the present generation operated on very different values, assumptions, and goals that workers in past eras.