Predictive Analytics in Recruitment: Unveiling Through Skill Gap Employability Model

Introduction

Social networking sites have transformed the way how people interact, communicate, and work. The use of social media in recruitment and career advancement has been growing popular. Companies and prospective employees now have a vibrant social media platforms platform to connect, network, and establish a professional identity. Social media platforms have become incredibly powerful networking and marketing tools, and workplace usage of social networking sites has grown significantly. (Choudhary and Baskaran 2022) Social networking sites are significantly influencing employment opportunities, and the hiring and recruiting process. Job seekers can use social networking sites to interact with possible employers and research employment opportunities. According to a survey by the Society for HRM, job applicants who utilize social networking sites are more likely to secure a position than those who do not. (Rockwood 2021) Furthermore, social networking sites can give job applicants valuable knowledge about potential employers and the labor market, enabling them to make smart decisions about their job search. Social networking sites, however, can sometimes be detrimental to job seekers. Companies frequently utilize social networking sites to assess potential employees, and those who project a negative or unprofessional image on these networks might be less likely to get hired. (Rockwood 2021)

According to a LinkedIn survey, in 2021, employers are likely to be most interested in individuals with the top skill set of innovation, adaptability, cooperation, and leadership. The study also discovered that HR professionals are becoming interested in applicants who possess a growth mindset and are eager to learn and acquire new skills. According to the survey by Society for Human Resource Management, HR professionals are also focusing more on diversity, equality, and inclusion (DEI) during the recruitment process. This entails seeking out applicants with multicultural competency, experience working with diverse teams, and a dedication to DEI. Overall, there is an increasing emphasis on soft skills, a growth mindset, and diversity and inclusion in the hiring process, even though the abilities and attributes that HR professionals seek during recruitment may vary depending on the industry and job function. According to CareerBuilder study, the qualifications, experience, and cultural fit of candidates are the most crucial elements that HR professionals take into account. The study also revealed that HR professionals place a high value on interpersonal and problem-solving skills, as well as an optimistic mindset and work ethic. (Choudhary and Baskaran 2022) Social media sites can be an effective tool for companies to identify and hire new professionals. Employers who use social networking sites are more likely to find competent candidates than those who do not. (Cyriac and Baskaran 2021) Social networking sites can also give companies useful data about prospective employees, enabling them to make wise recruiting decisions. Social networking sites, however, can sometimes provide complications for employers. For instance, it may be challenging for employers to determine which content is accurate and pertinent from social networking sites, which could raise legal and ethical concerns.