Introduction To Data Mining Helping Job Portals:
The technology that started with discovering patterns in emails to block spam, is now getting used in everything from cancer detection, wildfire prediction, and in the field of recruitment. While certain uses targeted by most, such as finding the best candidates for a job, candidate screening and matching jobs with candidates, certain unexpected use-cases have also served with the help of data mining. With many DaaS services available in the market that can help you get job listings and other data, it all boils down to how deep you get into the data, and how much information you can extract from the raw listings.
While few recruitment agencies and job portals are taking complete advantage of the technology they have at hand, it is good to be aware of the possibilities and what you are leaving on the table for your competitors-
Finding Keywords In Titles That Are Most Responded To:
You must have heard the quote- “Don’t judge a book by its cover”. The problem is that most mortals continue to do so. That is why you may describe a job listing in detail in the description, but unless the heading contains the exact keywords that a job seeker is looking for, you may find lesser applicants applying to jobs as compared to competitors. Let me describe this with an example. Say an applicant wants to apply to jobs where he can work on machine learning. Now the most common job titles for this scenario are “Data Engineer” or “Data Scientist”. In case you end up labeling your listing under “Machine Learning Engineer”, or “AI Engineer”, you may end up getting fewer applicants. These would be the ones who didn’t stop at the job title but went through the entire description. That’s expected since job applicants go through hundreds of listings each day and usually shortlist jobs using labels or headings.
To make sure such a problem does not happen with your job listings, it is important to find these niche keywords for every sector, and rename the headings of your job listings or suggest them to the companies that list jobs on your website. The only way to do this is to scrape tons of job listings off the web. You will need to scrape multiple websites- starting from ones that cover various sectors, niche-job boards, as well as location-specific job boards. Once the job listings are scraped, you can run an algorithm (such as bag-of-words) to find the most commonly occurring keywords in job titles and headings. Once that is done, you can use a combination of human intervention and automation to decide on the titles of your job listings.
Identifying Bottlenecks In The Recruitment Process With The Help Of Data Mining:
While job listings can be improved using keywords gathered from data mining, there are multiple issues in the recruitment process itself that causes people to drop off. This can range from late intimation to slower response times. But finding the reason can be difficult since there’s rarely any feedback taken from applicants. They drop off in the recruitment process.
The only way to identify such bottlenecks is to save certain data points by yourself, such as the time gap between shortlisting and the interview. That number of rounds of interview after which a candidate dropped off, review comments in the interviews, and more. Once such data points gathered, you will need to convey the necessary changes required to the companies that you have partnered with for hiring candidates. Also, in case your portal itself does the initial screening, you will need to take care of deficiencies in that process.
Computing The Best Set Of Requirements Suitable For A Position:
Say you want to hire someone for the position of a DevOps lead. What should his years of experience be? Which programming languages should he be acquainted with? What other tools should he have used in the past? What other good-to-have requirements listed that would benefit your company? When companies publish job listings for various positions of different departments. These are the details they have a hard time gathering. Also, all of these requirements must be thought of so that one does not end up hiring the wrong guy for a job.
While most job boards have used web scraping and data mining. To find median salaries to offer to candidates with different levels of skill set and experience. Some have used the data at hand to mine the requirements listed for specific job titles. If you can get your hands on a live job feed, like the one provided by our job discovery service JobsPikr, you can easily gather all this information and improve all your job listings, and also recommend these data points to companies who are having a hard time posting well-structured job posts.
Figure Out Necessary Perks And Benefits Of Data Mining (As An Add On To Market Salary Rates):
Having a salary that is comparable to market rates is good. But today many companies offer other perks and benefits such as the ability to work from home. As and when required, medical insurance, car allowance, and more. Deciding which perks and benefits to provide to employees. And also what type of work environment to build is important not just for hiring candidates. But also for making sure that they stay.
All these data mined from job listings. Once you have multiple job posts of a particular sector. You can use your algorithm to find the most commonly offered benefits. Recommend companies to offer them to find better candidates. Such information provided by job boards to companies who want guidance in improving their hiring methodologies.
Help Individuals Decode Their Position Amongst The Competition-
Most of the previous points that we spoke of are about how job boards and online job agencies. They can use data mining in unconventional ways. These help companies improve their recruitment strategies. But this one is specifically for the candidates. Often when someone is applying to a job, he is unaware of what percentage of his skills. This matches with the job post that he is applying to. Another important information he is unaware of is how does his skillset compare to the other applicants. And the chances of shortlisting?
If job boards can use data mining to provide this information in the form of graphs. This gets updated in real-time. Job seekers can find it easier to decide which jobs to apply to. Companies like Linkedin already offer such features in their paid offering. Such add-on features increase job applicants’ efficiency. And companies also have to go through fewer profiles thereby making the process faster.
While more and more businesses and services move to the internet. It has become a treasure-trove of data and web scraping. This has enabled companies to use this data in different ways. Skills like data mining, machine learning and more are coming handy in the face of tackling this massive data avalanche. But the most important factor that can set you apart from the competition. It is whether you can use unconventional data sources and whether you can mine the existing data and find new patterns.