How digital data is changing the nature of the candidate search

Data has always been an important part of a recruiter’s candidate search.  Pramod Sonne of Careers24, one of the speakers for the 2017 Future of HR Summit, explains how working with automated, primarily digital data is making the recruiting processes monumentally more effective and efficient.

“Two of the more noteworthy current trends in big data engagement is applicant tracking systems (ATS) and social media screening both of which can play a vital role in ensure the best placement,” says Sonne. He adds that the more information (data) recruiters and HR managers have, the more suited the candidate will be; which is a win-win for all parties.


One of the most time-consuming (yet essential) parts of the recruiting process is application sorting. One job ad can bring in hundreds of CVs and recruiters have to ensure the short-list process is competent and valuable and will result in moving the best applicants to the top of the pile.

Automation can have a bad-rap but with an increase in productivity of busy HR managers and recruiters, the leap forward in technology offered by applicant tracking systems is evident.  They are no longer a nice-to-have and are now being embraced by large corporations and small businesses alike.

What are some of the benefits to a good ATS?

  • Speed – an ATS will ramp up the screening process significantly.
  • Automation – this can go right up to the interview stage, saving loads of time. It is believed that time-to-hire can be reduced by up to 40%.
  • Accuracy – key-wording can filter out many unsuitable candidates.
  • Bigger picture analytics – ATSs can also use internet and social media to build profiles which builds a picture beyond just a candidate’s CV.
  • Cost saving – reduces cost-per-hire.
  • Enriched candidate searches – pulling publicly available information from the web to paint a more detailed picture of a candidate.


Farhad Bhyat from Farosian, a specialist social media company that Careers24 is working closely with says that social media screening adds real value to both the employee and the employer. “The more aligned the parties are and the better they understand one another, the more meaningful and rewarding the relationship is likely to be.” He adds that social media screening facilitates this as both parties can more holistically evaluate one another.

It is believed that hiring processes that incorporate social media screening show a marked increase job satisfaction and productivity.  Farhad also says that through his work he is seeing more rapid career progressions and overall greater levels of fulfilment with candidates.  The bottom line is that the information found on social media gives both sides a much deeper understanding of each other leading to better cultural fits and happier, more long-term partnerships.