Four for Friday: What do Human Capital Analytics and Fitbit Have in Common?
As technology continues to pervade all aspects of our lives, the everyday person is becoming more data-driven. Take for instance the Fitbit, where anyone with a wrist and a network connection can track their steps taken, calories burned, miles walked, amount of sleep, and so much more, and then use the accompanying app to visualize all of that data. The data-backed decisions that come out of this easy-to-use technology are so useful, they’re changing people’s lives.
At the same time, recruiting analytics technology and (even deeper into the organization) human capital analytics are maturing rapidly and interesting use cases are emerging. This week, we shared a few examples of how recruiters could potentially use big data analytics in the near future, and we continue that conversation in today’s Four for Friday.
1. What the data tells us: the next generation of HR leaders (The Hiring Site Blog)
What will the next generation of HR leaders be like? Well, to answer that question, we have look no further than the characteristics of Millennials. As The Hiring Site Blog shared, this generation is described “as having been shaped by technology, with a quarter of Millennials believing that their relationship with technology makes their generation unique.” There’s no doubt this generation will drive some of the greatest changes and innovations we’ve ever seen in all fields they end up pursuing, and we can expect that to extend out to HR.
2. People analytics could “radically change” HR (Personnel Today)
According to Unilever HR director Ben Hawley, “The momentum for HR analytics could radically change the skillset of HR and the HR profession of the future.” This article dove into how—like many job functions—that of HR could someday be driven by a “data-obsessed culture.” Of course, while some recruiters are quick to counter the argument about the importance of analytics because there’s no replacement for the human aspects of talent acquisition, that sentiment seems to be fading. Talent acquisition analytics are already supporting recruiters’ decisions, and with the maturity of the technology that seems to only be accelerating.
HireVue shared an interesting perspective on human capital analytics. They said, “With HR data analytics, aka “human capital analytics,” you’ll recruit better people, forecast your hiring needs, and understand your existing workforce.” Then they went into a number of examples and potential use cases in the areas of Pre-Employment Assessment, Employee Evaluation, Pay Rates, Career Management, and Big Data.
4. Will Big Data Make Us More Honest? (Forbes)
We round out this edition of Four for Friday with a broader article from Forbes. It discusses the benefits as well as potential implications as big data starts to be incorporated more into our decision-making process. As Bernard Marr wrote, “As we collect more data about what we do, it will become extremely difficult for someone to lie without being found out.” This is some interesting food for thought for both recruiting organizations and candidates.
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