At present, many fields of the whole society are experiencing the baptism of big data wave, and the field of human resource management is no exception. Business intelligence tools help human resource management gradually change from an empirical model to a model that relies on factual data; Manpower evaluation has changed from a subjective single expert to a mathematical model based on big data processing technology; The recruitment process of enterprises is also developing in the direction of increasingly relying on social networks and big data technology.

Not long ago, the human resources company "Number Search UK" focusing on big data analysis and HiAll, an employer brand consulting and recruitment service provider, jointly launched an accurate employee recommendation model and solution based on big data-talent radar. This is based on the customized recruitment needs of enterprises. Through the directional mining of user relationship and text description big data in social media and resume database, it helps human resource managers to successfully achieve accurate, intelligent and personalized employee recommendation and screening through a brand-new social recruitment model, making the recruitment work simpler, more efficient and more interesting.

The talent radar system based on big data analysis is different from the traditional human resources office management system (E-HR). It is a business support and decision-making system for recruitment. Combined with the data mining and analysis of big data social network, this paper puts forward a set of two-way extended matching algorithm suitable for both job seekers and recruiters, which can not only enable human resources staff to find professionals who are highly matched with job requirements in the vast sea of people, but also provide personalized marketing channels for job seekers and find the best stage to display their talents. Its unique advantages are also reflected in the in-depth analysis of various social networks such as Linkedin, Sina Weibo and Renren. By establishing the personality map, interest map and relationship map of job seekers, we can deeply understand the personality characteristics, interest direction and social circle of job seekers. These factors play an important role in the final decision of recruiters and career planning of job seekers. At the same time, the talent radar system has more obvious advantages in employee recommendation within the enterprise. Through the extension and judgment of employees' social relations, the system can not only accurately find job seekers who match the job requirements, but also calculate the trust relationship between job seekers and referees and the willingness to participate in the application.

At present, more and more enterprises realize the importance of data in human resource management and hope to apply it to human resource strategic decision-making. Mr. Zeng Shuyu, CEO of Hill Company, said: "It is a common challenge for many enterprises to influence the introduction of talents through data analysis and quantitative recruitment channels, and to establish an effective talent pool to manage and continuously accumulate strategic data assets in human resources."

According to the analysis, the data used to analyze human resources in traditional business intelligence systems are mostly standardized and structured operation data generated by the enterprise's own information system, accounting for less than 30% of the available data of enterprises, and 70% of unstructured and semi-structured data widely exist in the media represented by social networks. This means that once an enterprise has mastered the targeted talent data generated by social networks and other media, it can seize the opportunity to acquire outstanding talents.

When talking about introducing big data analysis technology into the traditional recruitment industry, Mr. Zhou, founder and CEO of Digital Search, stressed: "Digital Search has accumulated a lot in the application of big data technology in the recruitment field. Now we will go further, cut into the general needs of the human resources industry, solve the challenges encountered by the enterprise's human resources strategy, and become the staff of the enterprise's human resources management decision. "

Mr. Zheng Yi, the founding partner of Beijing Ji Yun Big Data Lab and the British investor of Digital Alliance, is full of expectations for the prospect of big data helping enterprise human resource management. Mr. Zheng Yi believes: "The significance of the era of big data lies not only in the huge amount of data, but also in the fact that a large amount of data can help enterprises make scientific decisions and improve the efficiency of enterprises. By introducing external data sources and the most advanced algorithms, the talent radar system has changed the traditional human resource management's lack of relying on intuition and experience to make decisions. This method will completely change the traditional human resource management and become an indispensable "external brain" to support the recruitment business of enterprises.