To be just sure, how much are we in water, know the data well. That’s just the start about big data. You need to first specify the pain or figure out one before you decide to implement Analytics on HR data and rest can be your story. Using Analytics, you can
1 Finding Candidate demographics
2 Applicant background Data plus psychometric data
3 Structured interview data, assessment, performance, on boarding, training
All these can take us to relevant pointers with help of hiring algorithms that will predict who’s gonna be the employee of a month. Not just this but also helps lowering employee churn and fixing the missing link in HR chain.
Playing with numbers isn’t a fun and you’ve to seek a data scientist before taking a call on Analytics but companies already have their hands full and taking a new project is going to be mammoth task with new severability’s. So now, it’s better to call specialized partners who can crack the mystery and tell us about the future.
Big question still remains the same, how can you predict the hiring success? Well, we have tons of data for that, studies, co-relational factors that lead us to specific rather vague, gut, impractical decisions being taken purely on gut instinct. Semantic search-match may ensure you the right fit straight from the database, but for that you’ve kept your eyes open and feed the ideal terms in search bar.
Now that you’ve data in hands, you’ll know the channels bringing you the applicant and the ones not working. Omit the latter ones and keep focusing on the right. This may improve your numbers and more to select from. A complete break-through for the talent funnel.
We all can’t remove the gut instinct out of hiring at once but start putting data-driven approaches in place so that we can test more information against the job criteria and make decisions more profusely impacting the Employer brand in a big way. At this time merging HR and business data is a must to get results more collaboratively and engaging. Also, follow Data Analysis as a solution, not the product so that you end up knowing talent better than your customer.
Still there is a vast amount of untamed HR data that needs to be considered and save yourself from being a lone ranger in quest of applying Analytics to your HR data. Start bringing more untraditional people to HR as issues remains the same whether its people or business. It is getting more difficult to deny potential of HR technology’s strategic capability from whose help intuition and imagination can prosper.
Ending the half-filled mystery here and waiting for others to pour more thoughts in the melting pot. Excited to hear, what you feel about HR technology and Analytics merging.