"Big data" seems to be taking over the business world. Companies are collecting more pieces of information, and being able to manage, analyze, and develop strategies from all the incoming data. How is HR being affected by "big data"? Is this a skill that HR professionals need to develop? I noticed that the number of HR jobs that specify the need for "big data" is up 41% from last year. I used WANTED Analytics to look at recent hiring for HR fields as an early indicator of how it is being asked to incorporate more data into their jobs and workflows. Below, are some stats and specific examples. 

Recruiters

Recruiters are often required to have experience in areas they'll be sourcing talent in order to screen for appropriate skill levels. The same is true for "big data" jobs. In Q4 2014, there were more than 400 jobs for Recruiters posted online that specified the position involves sourcing for "big data" jobs and required that knowledge of candidates. This is a 54% year-over-year increase when compared to Q4 2013. One job simply states that candidates need to have "demonstrated experience recruiting in related industries strongly preferred, such as Media, Software Technology, Data Analytics/Big Data." Another job requires 5-8 years of experience recruiting big data positions. 

Training and  Development Specialists

In Q4 of last year, there were 770 jobs for Training and Development Specialists or Managers that required "big data" skill sets. While many companies are hiring for new data analysts, some companies are investing in their current workforces to provide continued education and on-the-job training for the specific data skills needed. With this, hiring for Trainers is up 46% from 2013. One job for an Analytical Training Consultant reads, "You will maintain knowledge in statistical,'big data' and analytical methods, business intelligence, and related SAS procedures." It continues to describe the task involved: "Provide support and training services for projects that contain an analytical, statistical, or business intelligence component; conducting workshop sessions for training; coordinating efforts for on-site visits."

Compensation and Benefits

Compensation and Benefits Specialist are often required have "big data" skills, and this appeared in over 1,000 jobs during Q4 of 2014. People in this occupation conduct analysis on internal programs through surveys and research, as well as look at competitive offerings. One job specifically states the candidate needs to be able to "analyze benefits data for trends, cost drivers, and savings opportunities which align with the company's benefits philosophy and long-term strategy."

HR Generalists

HR Generalists have a lot of responsibilities, so dealing with "big data" may not come as a surprise. One job specifically states the candidate needs to have "prior experience modifying existing Human Resources systems and software, including databases and tools designed for handling of Big Data, which enables analysis on a detailed level." Another positions reads that candidates should have the "ability to collect and synthesize large quantities of quantitative and qualitative data, recognize trends, and develop recommendations based on data analysis." In the last 3 months of 2014, there were 1,500 jobs for HR Generalists, an increase of 36% from 2013.

If you're in the HR field, you can likely expect more and more jobs to require analysis of large quantities of data. Based on historical trends in hiring, I don't see any signs of it slowing. Are you using "big data" in your current HR job?