Four For Friday: Shaping HR Strategies with Analytics
Every Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry.
Execution means virtually nothing without strategy. So what can HR leaders do to make sure they have the best strategy possible? The answer is simple: embrace the data they have at their disposal. Shaping HR strategies with analytics and data are explored further in the articles in this week’s Four For Friday.
HR Data Won’t Make You Less Human (Talent Culture)
When it comes to HR analytics, one big fear recruiters and talent acquisition leaders have is that data will make HR less human. But Joe Abusamra, Vice President of Product Marketing at Acendre, doesn’t believe that is the case. “People are the backbone of any organization, and the most successful ones recognize that,” says Joe. “It’s the reason talent management is such a hot topic and high priority now.” He goes on to explain some of the impacts big data can have in HR, and how recruiting can benefit from moving to a data-driven approach. He also provides a couple real-world examples of how data has been used to improve HR processes.
What Is The Real Value Of Big Data Analytics For Individual Recruiters (Broadbean Technology)
How does big data impact recruiters? This article by Clair Bush, Marketing Director at Broadbean Technology, addresses that question. She explains the real value to recruiters isn’t in the numbers or data points without context. Instead, the value lies in the insights recruiters can get from the data. Clair also provides some tips for recruiters who are looking to be more data-driven. “In my experience recruiters have access to lots of data and should start small rather than big. Map out your recruitment process into sections such as candidate attraction, management and placement.” What’s her biggest piece of advice? Read her article to find out.
“A leadership succession plan can help you create a pool of high potential candidates ready to step up to critical roles,” says Simon Oswin, Head of Professional Services at TalentQ. The problem is, according to Simon, many companies do not know which managers are ready to be successful in senior roles. How can this be fixed? Simon believes that data can remedy the problem. He provides ten steps to help implement a data-driven succession plan:
- Convince your top team of the benefits of investing in the organization’s talented middle managers
- Identify the competencies your leaders need
- Encourage your senior executives to nominate managers from across the business
- Gather background information on your chosen managers
- Objectively assess their cognitive ability
- Analyze the results of your managers’ assessments against their current role
- Conduct in-depth, one-to-one feedback reviews
- Analyze the aggregated assessment data
- Instead of relying on a ‘sheep dip’ approach
- Show your key managers that you value them
Predicting The Future And Shaping Strategy With HR Analytics (Digitalist Magazine)
“Technological innovation has given human resources the ability to predict the future—and has moved HR into the boardroom. But it’s up to data-savvy HR professionals to make that move permanent.” Derek Klobucher, Brand Journalist & Social Media Editor at SAP, explains how HR can use data and analytics to examine what’s happening and provide real value to the business. He explains that analytics provide HR the perfect opportunity to earn their seat at the table. However, in order for HR to stay there, Derek says organization leaders must embrace new technology and be able to use it effectively.
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