Big data, which is commonly measured in terms of volume, velocity and variety, is enticing to many but useful to smaller numbers.

The reason is that the sheer volume of data needs to be tamed and organized in order to deliver tangible and usable information. I

Is your organization focused on big data's bottom line deliverables? Or is your organization seduced by the numbers without the tools to interpret data in useful ways?

Even more intriguing, can big data be put to use in the recruitment process of hiring the best and brightest talent?

Complexity Involved

Big data is so complex, it needs to be disentangled, interpreted, disseminated and used in practice in order to useful. It's not some gigantic jumble of names, numbers and facts to be handled irresponsibly or carelessly and then tossed aside as a failed experiment.

As the following article shows, if you represent an organization looking to use big data, but you're unsure how to stay focused on the big data bottom line in order to use it as a recruitment tool, look no further than the pharmaceutical industry.

Big Data in Practice

Big pharma Glaxo Smith Kline not only uses big data for its recruitment, but it also is pushing for big data to influence new client gain and retention.

To lead by example, this pharmaceutical giant is offering its treasure trove of big data to researchers who have been challenged with answering the needs of people who have yet to sign up for pharmaceutical answers to their physical, emotional and mental needs.

Big Data in Action

So how can your organization use big data for your recruitment needs?

Try these smart tactics to realize actionable results.

1. Throw Away the Junk

That's right. There's a lot - a ton - of junk included in big data. Example: if you're looking for a market researcher, does it really matter if their hobby is collecting elephant statues or knitting? You get the point. Throw away the junk so you can get to the gold of the matter.

2. Forget the Stereotypes

Don't even think of tossing aside applications just because the person lives in a foreign country. These days, people travel and live abroad for personal and educational reasons.

Also, education transcends boundaries.

If you’re an American recruiter, you may be skipping over a 4.0 GPA applicant because they contact you from Ecuador, thinking that there's no way an Ecuadorian citizen could live up to your expectations when it comes to the noticeable cultural change that would be required of them to relocate here.

In reality, they may bring something very special to the table, based on their worldly experience.

3. Extract What You Need

Expert HR managers can extract the information from big data that matches what they're looking for in a candidate.

Using keywords and intuition, clever HR managers are able to turn big data inside out to get to the heart of what a candidate has to offer.

Big data can be your friend so long as you know what it can and cannot do for you. Use it wisely.

As a recruiter, are you putting big data to use in your recruitment efforts?

Photo credit: Image courtesy of sheelamohan at FreeDigitalPhotos.net

About the Author: Kate Supino writes extensively about best business practices.