Four for Friday: The Next Steps For Data Analytics in Talent Management

Four for Friday: The Next Steps For Data Analytics in Talent Management

Mike Roberts

data and talent managementEvery Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry influencers.

Experts can talk all day about the importance of recruiting analytics and transforming your talent acquisition organizations into a data-driven one. However, without some hard data to back that up, the impetus is pretty subjective. This week, the Data-Driven Recruiter explored some new research by Software Advice on actual analytics adoption and their utility in human resources. And today’s Four for Friday will build on that.

Below, we share different articles from the industry’s leading thought leaders and journalists.

1. Why You Need to Embrace the Big Data Trend in HR (Entrepreneur)

Everyone’s talking about why HR professionals should be using big data, but few are talking about how it’s helping departments. Matt Straz, Founder and CEO of Namely, shares four ways HR is using big data today. He goes into its benefits of highlighting what’s working and what’s not and how that relates to performance, retention, training, and hiring. In particular, when it comes to hiring, he said, “Big data can help employers and HR professionals gain more insight on existing talent to better retain and train. Plus, turn to data to land the best quality talent in the future.”

2. 8 Ways to Make Sure Your Recruiting Strategy Hits Its Target (SHRM)

Sean Little discussed an interesting point last week. There are so many unfilled jobs and skilled applicants, but the volume of applicants is making it difficult to actually locate the best talent. He said, “As every experienced recruiter knows, there is no single formula that can be applied universally to all companies to ensure that only the best candidates will be attracted and retained.” However, there are some foundations on which to build. His article shared eight different tips, such as focusing on the importance of high-level buy-in from leadership as well as enabling a culture of social recruiting and analyzing your recruiting performance over time.

3. Why the Modern Recruiter is Part Artist, Part Scientist (Undercover Recruiter)

With so many tools at hand these days, the modern recruiter is no longer solely basing his or her decisions on gut feelings and previous experiences. Now, technology like data analytics and mobile, coupled with the ever-rising use of the Internet has transformed the talent acquisition function. Consequently, as the Undercover Recruiter mentioned, today’s recruiters are far more multidimensional than they were in the past. They’ve got qualities of artists, scientists, psychologists, marketers, sales people, and more.

4. 4 Ways to Make Your Company Culture a Major Recruiting Asset (Mashable)

Adam Foroughi had an interesting article on Mashable last week. He went into the role of company culture in recruiting and attracting talent, and how many companies overlook it as one of their assets. He shared a different side of the data story—that using data in general is becoming the norm for businesses, and recruiters should highlight a company’s data-driven culture. Foroughi said, “Sharing your data-driven insights will appeal to the empirical minds of this type of employee and show that you’re a smart, on-the-ball enterprise that mines its data and reacts accordingly.”

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

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