How Covid-19 has accelerated the adoption of big data

Posting date: 10 August 2020

In the early weeks of coronavirus, all eyes were on how Switzerland’s authorities responded to Covid-19. Several months on and the effects of the virus can now be identified, including how the outbreak has impacted big data.

 

As the name suggests, big data refers to large collections of information which grow exponentially and are therefore too complex to be stored and processed by traditional software. The term combines both structured – credit card numbers, product names and transaction information - and unstructured data – email messages, video files and imagery – illustrating exactly why big data just keeps getting bigger. Here’s how Covid-19 has boosted the amount of information we generate and accelerated the adoption of big data.

 
Covid-19 has pushed digitisation in all sectors

In 2018, the global big data market was valued at $23.1 billion and it’s predicted to skyrocket up to $79.5 billion by 2024 – which is a CAGR of 25.4%. Covid-19 has amplified this growth by encouraging innovation across the entire digital ecosystem, from big data and AI to cloud computing and IoT. In retail, companies have embraced technology in order to remain relevant and heard by consumers, while the traditional courts have felt the pressure to adopt modern practices - storing evidence in the cloud - to protect the justice system. Just as blockchain technology has enabled the digitisation of the commodities market, big data has facilitated the digitisation of various industries during Covid-19 and even supported growth for the ecommerce market.

 

More data is being generated than ever before

Before the lockdown, when supermarkets, hospitals and car garages were open, people could have as little interaction with digital technologies as they liked. But when social distancing measures were brought in many people were forced to rely on technology to get food to their homes and interact with their doctors online. In every corner of the globe, more people have become reliant on the internet for the most basic of tasks and this has generated an exorbitant amount of data.

 

The spike in digital interactions is also a result of the increased leisure time people now have. Experts predicted that by 2020 the amount of data generated each second would amount to 1.7MB per person, meaning that each day it would hit a staggering 146,880MB. When this prediction was made, there were 1.25 bitcoins and 3,877,140 Google searches generated each minute, all of which contributed to the growing stocks of big data. Now, with more people spending time online and searching for ways to remain productive in lockdown or information about coronavirus symptoms, the data collections are burgeoning.

 

How big data will help in the fight against Covid-19

Since the beginning of the pandemic, big data analytics have helped technology professionals provide the healthcare industry and governments with insight into the virus and has enabled app developers to create contact tracing technology that was essential to track the spread. Switzerland was the first country to release a virus tracking app and their swift response has been a large contributor to keeping the infection rate low.

 

The potential of big data analytics goes beyond tracking coronavirus. The past few months have demonstrated how the sophisticated technology can prove useful right from the point of screening and diagnosing the virus in the early stages, up until developing treatments.

 

 

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The importance of skill-based recruitment

Skill-based recruiting has become all the more important in the modern world of work. While experience will always be valuable, assessing candidates based on skills and holistic competencies, rather than their last job title can pave the way for exceptional talent. Over the years, Switzerland has faced skill shortages in many different fields, so companies must take a skill-based approach to recruitment. Skill-based recruitment places the recruiter in the driver’s seat. It means pursuing all the relevant information to match candidates’ skills with the requirements of the job. Below, we’ve outlined the key benefits of recruiting for skills.   Transferrable skills   Skill-based hiring enables recruiters to find candidates with core expertise that can be applied in a variety of different environments. While candidates with years of direct experience may look like an ideal choice for a role, there’s a chance they might not be as adaptable in a new business. Core skills like problem-solving, interpersonal skills and technical competencies are more likely to be transferrable to other industries, increasing the chances of you make an excellent hire. Simply put, focusing on core skills and personality can be much more beneficial for businesses that are looking to grow, and maintain a clearly defined culture. However, screening candidates for skill and talent rather than previous experience means recruiters will need to pay extra attention to people’s cover letters and CVs. Thanks to recruitment technology, most applications are automatically filtered, helping the recruiter save time and find the ones that match the predefined criteria.   Add Diversity   One of the key benefits of skill-based recruitment is that it can add greater diversity to the workplace. Individuals from different backgrounds and diverse skill sets can add different talents, and experiences to the working environment, which can benefit the organisation. When you focus strictly on candidates with a set amount of experience, you risk missing out on individuals who are otherwise strong candidates. While it can be risky to invest in a candidate who’s less proven, they can bring a diversity of thought across the company with their skill set. Using a skill-based approach combined with “blind hiring” also removes any unconscious bias, enabling hiring managers to make more informed decisions, resulting in a much more diverse workforce.   Focus on potential   When you seek candidates with specialist skills, it allows you to focus more on their potential. New skills and competencies can always be taught whereas highly experienced candidates might have a well-established work style that may not be suited to certain types of companies. We’re now entering an era where professionals are constantly changing career paths, and where the younger generations are starting to dominate the workforce. What younger generations may lack in experience, many of them make up in attitude and digital skills. Taking a skills-based approach to recruitment allows you to expand your talent pool and find potentially great candidates that you may have previously missed.   However, companies must establish systems and internal capabilities that allow for skill-based hiring. This means hiring managers must adjust their mindset and use more skill-based assessments when recruiting, with more discussions about the most critical skills. In this way, businesses can be more organised and match candidates with the appropriate roles.    How can Swisslinx help your business?   Swisslinx has a highly experienced team of consultants who are dedicated to providing the best recruitment service to clients and candidates. We take the time to understand your requirements and then deliver tailored recruitment solutions. Our team recruits the best professionals into a wide range of sectors, including financial services, digital and technology, life sciences, as well as engineering. If you would like more information on how we can assist with your recruitment, contact us today.

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How to be successful in the final round interview

As a candidate, the final round interview is the last opportunity to show why you’re the best person for the role. What happens in the first interview can be dramatically different from the final round, so that’s why it’s all the more important to prepare thoroughly and expect to be asked some challenging questions. Hiring managers do not often make final round interviews for candidates they’re not serious about. Therefore, when you’re invited to the final round, the hiring manager already knows that you have the skills for the job. What they’re going to be looking for is how you present yourself under pressure and whether you’re a suitable fit culturally for the organisation. Here’s a swift guide for how to give yourself the best chance of succeeding in the final round interview and securing a job offer.    Review the company and position   Once you’ve made it to the final round, you need to make sure you completely understand the position and the company. The final round may be much longer and involve more people. This means that professionals should review the job specifications again beforehand and be prepared for in-depth questions. At this stage, hiring managers want to determine fit and whether or not the candidate is a team-player. Companies will also use a final round interview to learn how you manage deadlines and juggle workloads. Hiring in a pandemic is no easy task, so companies will likely be paying extra attention to detail and focusing on the candidates who show the most potential. This means it’s important that you thoroughly research the company and come prepared with what you like about the company. Having that extra preparation will increase your chances of being offered a role.    Share your knowledge and expertise   While many final round interviews will be based on how you fit into the company or the team, hiring managers will still want to verify your technical skills and competencies. So, it’s crucial that you effectively share your knowledge and expertise during the interview, and quantify wherever possible. This means discussing your key accomplishments and how they were achieved, as well as any notable skills relevant to the role. For example, you might have excellent time management skills, so you will need to explain how these skills have helped you perform. Whether it’s through project management software or your strategic planning, you must show the unique qualities you bring to a company. Also, always show confidence and evidence of all your skills and experience.   Ask the right questions   In the early rounds of interviews, it’s important to ask thoughtful questions, but in the final stage, you’re going to need to show you’ve thought more seriously about what it would be like to work at the company. Therefore, professionals in the final round should ask questions about what the first month on the job would be like and if there will be any training, as well as what the performance expectations will be when you join. These type of questions show hiring managers that you’re already engaged and eager to be a part of the company.   Show your commitment and passion   In the final round, hiring managers will want to ensure candidates are interested in staying for a long period. Arguably one of the best ways to show you’re a committed professional is by discussing your long-term career plans, and how it’s connected to the role you're interviewing for. Hiring managers want to find candidates who have a strong work ethic and have the potential to be high performing. This means you need to demonstrate a passion for the industry and that you’re genuinely interested in this specific field. For a company, the final round interview is all about evaluating a candidate’s characteristics and attitude, so make sure you tell stories of how you solve problems and why you enjoy your work, which will no doubt help you stand out from other candidates.   Are you looking to advance your career?   At Swisslinx, we have a motivated and friendly team of recruitment consultants who are dedicated to building great relationships with clients and candidates. We specialise in recruiting for a varied range of sectors, including financial services, digital and technology, healthcare and natural resources. Our team works to the highest standards and we’re committed to delivering an exceptional recruitment service on a daily basis. If you would like more information on how we can help your career and even prepare for your next role, contact our team today.

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