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Just Lovin’ That Big Data

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We hear a lot about “Big Data” and, as an ex-Media Director myself, I’ve long lived, breathed and understood the value of joined-up facts, figures and insights. Today we have more data than ever (and I love it) BUT data is just data if you don’t have the ability to understand or interpret it.

So in the spirit of shared knowledge, I’m offering the crunching and my insights of the big data that Jobisjob have shared with me. I hope you enjoy the article ….

Top 5 “Recruiting” Cities in Europe

 

5 Cities

Why does London have such a huge volume? Potential interpretations:

  • Is it the fact that the price of job boards is much cheaper in the UK v The Rest of Europe? Yes they are – but this is not the issue (jobs are de-duped).
  • Does the same job get posted to more than one site because of skill shortages? Yes, this  might be an explanation but Jobisjob de-dupe their  data so although many jobs in the UK get posted to 3+ job boards, this can’t be the reason.
  • Is London Big? It sure is, but would this account for such a big difference in volume?
  • It seems to be a combination of factors …. please share your thoughts with us.

Mobile Job Hunt

 

mobile job hunt

We Are Resource Centra

What does the above indicate?

  • The migration to mobile, including the tablet, is greater in the UK than either Germany or France.
  • Could this mean that Job Seekers in Germany and France search more from home on their PC?  The answer is ‘we don’t know’ BUT it’s a phenomena that impacts on how you communicate, attract and engage with candidates.
  • What I’d like to know next is “what time of day do job seekers search for a job in Germany, France and the UK”.

Top 5 Sectors By Country Q1 2015

 

Top 5 sectors by country graphic

 

What can we learn from the above data?

  • IT is a huge Pan European sector and one that continues to suffer from skill shortages – this begs the question “this issue has been around since the 80’s, why does it still suffer from skill shortages and what about the education issue i.e. why have governments not responded to the needs of industry”?
  • The UK and German economies based on “jobs” appear to me to be  similar and structurally different to France – both have a strong Finance sector (London and Frankfurt) and interestingly have strong Engineering sectors.
  • France would appear to be strong in Logistics and Distribution (true).
  • All three countries have a problem with recruiting Sales people (sad but true).

But why does all this matter?

  • Workforce planning should be a key part of any Employer Branding Project – you need to understand the talent you will be hiring in the future, not just today.
  • How difficult will it be to recruit the people you want to hire – and therefore how do you shape your attraction, media and engagement strategy?
  • Where can you find and attract the talent by city, country or continent?
  • Who is your recruiting competition, by company, by region or by country?
  • Finally, smart interpretation of your competition’s hiring needs can indicate their business strategy! (Yes it can).

 

So here’s a big equation with a gig benefit from big data: Data + Intelligent Interpretation = Management Information = Intelligent Decision Making = Fewer Mistakes = Successful Businesses.

 

Resource Central is a unique people engagement and resourcing solutions service firm. Created from the focus and desire of its founders. We are all experts from the Job Board, HR Communications and Recruiting industry, bringing a wealth of expertise and knowledge of specialist and large corporate campaign hiring projects across the recruiting markets of Europe.

Martin
Client Services Director @ Resource Central Ltd
As part of our team I help companies develop, build, implement and manage people engagement and experiences that deliver ‘ real value’ across the Talent and HR business needs of Talent Attraction, Talent Acquisition, Talent Engagement, Talent Community Retention and Employer Value.

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Martin
Client Services Director @ Resource Central Ltd
As part of our team I help companies develop, build, implement and manage people engagement and experiences that deliver ‘ real value’ across the Talent and HR business needs of Talent Attraction, Talent Acquisition, Talent Engagement, Talent Community Retention and Employer Value.