Four For Friday: The Importance of Data Collection and Measurement in HR
Every Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry.
The world today is becoming more and more data-driven. Every industry is seeing the impact data and analytics can have on decision-making, and the benefits that follow. However, one business function seems to be lagging behind more than others: Human Resources.
Why is HR, and more specifically recruitment, so far behind when it comes to data collection, measurement, and optimization despite the many benefits that can be had? That is the subject of this week’s Four For Friday.
Of all the recruiting buzzwords in 2015, none are more prevalent or important than candidate experience. Matt Alder, HR and Recruitment Marketing Expert, provides research from LinkedIn that says the candidate experience is actually getting worse. One of the reasons, he says, is that “making changes that improve candidate experience is hard and unless the employer has made these changes a strategic priority they are unlikely to happen.”
In the first of a series of blogs posts on the importance of measuring candidate experience, Matt provides a preview of four key topics he will be writing about:
- Data & Analytics
- Brand and Reputation
- Process Improvement & Accountability
- Competing in Candidate Driven Markets
“Recruiting is literally the last function to measure it’s output quality,” says Dr. John Sullivan. In his post on eremedia.com, Dr. Sullivan discusses why the worst offender within HR when it comes to measuring is talent acquisition. He says that while only 58% of recruiting departments say they measure their quality-of-hire, that number is probably even lower. He then gives three important reasons why every organization needs to be measuring the performance of new hires:
- The Performance Improvement of Hires Reveals Your Business Impact
- You Can Improve a Process Without Measuring the Quality of Your Output
- Being a Data-driven Function Adds to Your Ability to Influence Managers
“The time for excuses is over,” says Dr. Sullivan, “It’s no longer acceptable to whine about how difficult it is to measure new hire quality, when everyone else has found a way to measure quality long ago.”
How To Optimize HR Data Collection (HR Director Magazine)
In this article, Chloe Taylor explains that “every HR professional knows that collecting data is becoming increasingly prominent within the industry – but what is less clear is working out what to do with it.” This is generally seen as the biggest problem when it comes to the adoption of a data-driven approach to HR and recruiting. Chloe then explains that there are two main types of analytics:
- Descriptive Analytics
- Predictive Analytics
Learn more about these two types of analytics and how they both can impact HR.
How Big Data is Changing Recruitment Forever (World Economic Forum)
In the past, many employers and recruiters were said to make their minds up on whether or not to hire a candidate within 5 minutes of interviewing them. Bernard Marr explains that is all changing in today’s recruiting landscape, mainly due to the large financial investments a new hire represents. What is changing in recruitment? The answer is data.
Bernard provides a few real-world examples of companies that moved to an analytical approach to recruiting and reaped the benefits. The reason for this, Bernard explains, is that “as it is in many other areas of business, Big Data is helping to take the guess work out of recruitment. Rather than relying on the famous “gut feeling, those taking a more scientific approach to appointing staff are finding it leads to more suitable people who stay happy and on the job for longer.”
Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.