Social Network Analysis (SNA) is a powerful tool to convey complex
information for analyzing social relationship (connection) between individual
by displaying nodes and ties in various layout.
In the technology era. A recruiter/ headhunter will get tons of resume
from applicants in everyday, especially via online system. How can “Social
Network Analysis” will help a recruiter to find the right candidate with the
right company?
The main question would be address is "How can SNA identify
qualified candidates for an interview?" This question will be cover the
topic such as education degree, working experience and skill, and etc. For
example, finding a sale manager in Asia branch.
First step, the SNA can help the recruiter to categorize between
qualified and unqualified candidates by using an information as follows:
- Gender and age
- Education degree
- Professional work experience and skills
- Health condition
- English proficiency or other languages
If an applicant will not meet all of basic
criteria (job qualification), the recruiter can abandon his/her resume. It will
reduce overload working time.
Next step, the recruiter will invite the basic qualified candidates to
answer insight detail such as attitude test, working style, negotiation
potential and power, conflict management, social network user. The recruiter can use SNA to identify the individuals that is approached for
professional advice. For example, the recruiter can use candidate's information
about the number of social network user by using SNA to calculate centrality
measure and identify the number of potential networking connections with
related industry because the more number of potential people, the more generate
benefit for a company. After the recruiter find the qualified candidates by
passing all of SNA process, the recruiter can bring them into normal process
(interview and test).
By using social analysis tools it can help the
recruiter to bring the real qualified candidates for interviewing. This tool
can save cost and time not only the recruiter but also the applicants.
1 comment:
I think this is an interesting topic and no doubt companies are already pursuing a (marketable) strategy. If you don't already know about the intersection of big data and HR (not quite SNA) there's a good article on it in http://www.theatlantic.com/magazine/archive/2013/12/theyre-watching-you-at-work/354681/
My curiosity is from the other side: namely, the employee. Could a software system look at your network (as well as attributes) and then suggest employers and jobs that would be a successful match. HR in reverse. Linked In seems to do this, but it's not very developed--I think it's just data mining of the profiles not network analysis.
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