Four for Friday: Recruiting Millennials in a Data-Driven Era
A discussion about recruiting analytics and big data analytics could go in many different ways. For instance, you might talk about the importance of using recruiting data and analytics to make better decisions. But you might also have a conversation about how using analytics and next-generation technology within your recruiting organization is crucial for attracting high-performing talent acquisition professionals. In the age of Millennials, this is something companies are becoming increasingly aware of, and it’s a theme in today’s Four for Friday.
1. Recruitment by Numbers – Making Analytics Make Sense (The Recruiting Times)
Recruiting is no doubt a data-friendly industry—nearly everything you do can be tracked in some form and that information can be used to reveal what’s working as well as where additional resources may be needed. Amy Golding, Founder of Recruitment Entrepreneur, discussed this topic in her recent article in The Recruiting Times. She said, “Never before have I worked in an industry where individual success (and failure) is so painfully black and white, and reputations can be built and lost on the back of a month’s figures.” She then went into a discussion around the role of analytics.
Analytics can provide a level of visibility that’s just not reasonable to replicate on a frequent basis with ad-hoc reporting and analysis. As part of a series on “people analytics,” Syndio shared an article on seven different ways the technology can support your organization. They’re listed below:
- Finding Key People (Talent Management)
- Driving Change and Adoption
- Increasing Engagement
- Boosting Agility
- Improving Communication
- Managing Knowledge Better
- Creating a Diverse and Inclusive Organization
3. Big data defines the Millennial-friendly workplace (HR Software Solutions)
Managing Millennials is one thing, but actually attracting them to work at your organization is a whole different story. In the past, studies have shown that some Millennials actually feel one of the unique characteristics of their generation is its connection to technology. That said, they’re more likely to want to work for a forward-thinking organization, which uses technology to enable its employees—technology like big data analytics. As HR Software Solutions said, “Because younger workers are familiar with integrated data, bringing this approach to HR may appeal to this population and set the stage for future growth.”
For a while now, we’ve been talking about how HR in general is a little behind the curve on using data and analytics to support decision-making. Ron Thomas went deeper into this topic by providing some actual examples of business functions that have been leveraging analytics for quite some time. For instance, it’s common for manufacturing to use supply chain optimization tools with statistical modeling built in to take the burden off of SCM professionals. The prevalence of analytics is poised to follow suit in HR and—more specifically—recruiting.
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