The main objective of the paper we want to submit is to understand whether the advent of an impressive body of numbers and information simplifies or, on the contrary, complicates access to the right choice in recruiting. In the era of Big Data, we have access to so many more data than ever before, but we find ourselves grappling with a big challenge: make sense to the numbers. A contribution in this direction could arise from the labour market in general, and from small and medium-sized enterprises in particular. In Italy, in fact, SMEs are not only the image of the vitality of the economy, but they are also the badminton of our innovation (Istat, 2013). In this regard, indeed, like many others corporate functions, HR can benefit from the enormous volume of Big Data that is generated and collected via the Internet. So, on the one hand, the Internet could help companies to meet a variety of human capital opportunities: find hidden talent, identify the best qualified candidates, and understand how they can beat competitors in the job market. On the other hand, job seekers may be aware in what they post or share in digital environments because their online presence could easily become part of their professional record or their chances of employment. Specifically, through secondary data and some in-depth interviews with recruiters working in small and medium-sized enterprises based in Lazio (Italy), we try to understand some critical issues associated with the use of Big Data in recruiting, as following: a. situate the “big HR data” within a strategic and innovative framework; b. understand how SMEs can implement recruiting strategies online and through which tools; c. identify any form of brand monitoring strategy adopted by SMEs of Lazio (online presence, online reputation, privacy and publicity awareness); d. understand in which way the online presence of job candidates, on SNSs in particular, influences the recruitment process.
The Value of Big Data in the Job Recruiting Process: New Opportunities for the Italian Labour Market? / Fontana, Renato; D'Antonio, Vera; Ferrucci, Martina; Piscopo, Carmine. - STAMPA. - (2015), pp. 115-137.
The Value of Big Data in the Job Recruiting Process: New Opportunities for the Italian Labour Market?
FONTANA, Renato;D'ANTONIO, VERA;FERRUCCI, MARTINA;PISCOPO, CARMINE
2015
Abstract
The main objective of the paper we want to submit is to understand whether the advent of an impressive body of numbers and information simplifies or, on the contrary, complicates access to the right choice in recruiting. In the era of Big Data, we have access to so many more data than ever before, but we find ourselves grappling with a big challenge: make sense to the numbers. A contribution in this direction could arise from the labour market in general, and from small and medium-sized enterprises in particular. In Italy, in fact, SMEs are not only the image of the vitality of the economy, but they are also the badminton of our innovation (Istat, 2013). In this regard, indeed, like many others corporate functions, HR can benefit from the enormous volume of Big Data that is generated and collected via the Internet. So, on the one hand, the Internet could help companies to meet a variety of human capital opportunities: find hidden talent, identify the best qualified candidates, and understand how they can beat competitors in the job market. On the other hand, job seekers may be aware in what they post or share in digital environments because their online presence could easily become part of their professional record or their chances of employment. Specifically, through secondary data and some in-depth interviews with recruiters working in small and medium-sized enterprises based in Lazio (Italy), we try to understand some critical issues associated with the use of Big Data in recruiting, as following: a. situate the “big HR data” within a strategic and innovative framework; b. understand how SMEs can implement recruiting strategies online and through which tools; c. identify any form of brand monitoring strategy adopted by SMEs of Lazio (online presence, online reputation, privacy and publicity awareness); d. understand in which way the online presence of job candidates, on SNSs in particular, influences the recruitment process.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
