ACQUIRING BETTER TALENT BY LEVERAGING DATA ANALYTICS IN RECRUITMENT PROCESS

Abstract

The hiring of new personnel within an organization heavily relies on the recruitment process, which is an essential activity. Unfortunately, in numerous manufacturing units, this process is still carried out with prejudice, intuition, or inadequate knowledge about the candidate, resulting in inaccurate selections. Nevertheless, the recruitment process has become increasingly efficient and error-free due to the emergence of cutting-edge technologies like data analytics, AI, and Big Data. Several organizations have already integrated these advancements into their operations, while others are still in the process of adopting them to enhance precision and swiftness. Recruitment is a methodical procedure that necessitates the recruiter to be aware of the objectives, job description, and job specification in order to choose the appropriate individual for the suitable position. Dataanalytics, is a data-oriented approach used to make informed human resources decisions regarding the present and future workforce of a company. The primary aim of the current investigation is to explore the utilization of data analytics in the recruitment process and demonstrate its efficacy. Various journals and research papers serve as the source of secondary data for this study. On the other hand, the primary data, consisting of a sample size of 40, is collected from HR Professionals, Sr. Managers, or owners who are involved in the recruitment process of large and medium-scale organizations in M.I.D.C. Nasik district, Maharashtra State. Hypothesis 1 is tested using the Mann-Whitney test, while hypothesis 2 is tested using the Kruskal-Wallis test. A correlation of a positive nature was discovered between the recruitment procedure and the size of the organization (medium and large). From the results obtained, it can be inferred that the utilization of recruitment practices with data analytics is contingent upon the scale of the organization (medium and large). Furthermore, it has been observed that at least one of the recruitment practices involving data analytics is implemented in organizations with varying frequencies.