Four For Friday: Back To The Basics of HR Analytics and Big Data

Four For Friday: Back To The Basics of HR Analytics and Big Data

Michael Altiero

HR analytics basicsThe Data Driven Recruiter has been sharing and creating content for over a year now. The vast majority of it has been about HR analytics and Big Data, especially with how it applies to recruiting.

Almost everything we share, both on our blog and social media, explains the many positive impacts analytics can have on HR. Big data can be confusing, so we wanted to use this week’s Four For Friday to share articles that bring us “back to the basics” of HR analytics. Hopefully these articles will provide you with the overview needed to start you down the path to becoming a data-driven recruiter.

Is Your HR Analytics Strategy Too Short-Sighted? (Ms. Michael M. Moon, PhD)

“Companies that put effort into making their futures better and brighter are more likely to achieve their goals and cope with whatever unexpected changes come their way. Start thinking about the long term today—or risk being left in your competitor’s dust,” says Michael M. Moon, PhD, Founder and Principal Consultant at MMM & Associates. She goes on to provide the following things you can do to start planning for long-term success with HR analytics:

  1. Align business and talent strategies
  2. Hire the right people
  3. Define your variables
  4. Integrate HR systems
  5. Make use of the cloud
  6. Utilize results from talent analytics

6 Things Recruiters Need to Know About Big Data (Recruiter.com)

In this edition of their recruiter Q&A series, recruiter.com asks 6 experts the following question about Big Data.

“It’s become fashionable to talk about big data, but many recruiters and HR pros still feel uninformed about what, exactly, “big data” means and why they should care about it. What tips and insights do you have for these recruiters and HR pros looking for a little assistance?”

Here are their answers:

  1. Case studies are your best friend
  2. Big data can make your life easier – and it may even replace you
  3. It’s not always complex
  4. Big data doesn’t remove the “human” element of HR
  5. You have to measure outcomes, too!
  6. The name’s a bit of a misnomer

Learn more from each expert by checking out the article on the recruiter.com blog.

Big Data Revamping Human Resources and Recruiting Methods (The Denver Post)

“In the near future, most HR departments (many large companies already do) will have access to considerable pools of data that can tell a recruiter more about candidates than they know about themselves,” says Aleah Radovich, Marketing Specialist with Cliintel. She goes on to provide examples of how big data can help HR and recruiters. Learn more in Aleah’s post from DenverPost.com.

People Analytics Are Better Than Gut Feelings, Past Experiences, and PIPs (eSkill)

Chris Fields, an HR professional and expert resume writer, explains that a common issue in HR is that “We tend to rely heavily on our feelings and not on people analytics, workplace analytics, or predictive analysis. We think we know all about human behavior.” Chris explains what is wrong with relying only on gut-feelings and how analytics (particularly people analytics) provide HR with a fantastic opportunity moving forward.

Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.

free recruiting analytics eBook

Posted In

Leave a Reply

Your email address will not be published. Required fields are marked *