Hiring practices used to guide hiring impacts who you hire and why. Organizations are always looking for even better ways to hire candidates who align with the company objectives. Today, the trend is to use analytics and big data applications throughout the hiring process. What are the hiring methods and how a company can best utilize them? The following are some of the best HR hiring practices in regards to big data and analytics.
Determine What Drives Productivity
Billions of dollars are lost in productivity due to employee disengagement. Leveraging big data determines what drives employee engagement. Employee surveys can be used to understand where to focus on engaging employees and reducing turnover.
Better Conversation
In people’s platform, the emphasis will be on the manager, employee relationship and helping customers. A survey has to be conducted about conversation quality after every check-in and adjust the check-in strategy based on the feedback. The data can help make informed decisions.
Bad Hires
The HR department can use analytics to predict candidate fit based on candidate skills, experience, and behavior. Avoiding bad hires prevents a negative impact on the company culture, workforce productivity, client satisfaction, and innovation, not to mention about costs associated with recruitment, salary, benefits and training.
Impact employee development
Learning and development are the two critical criteria for employee development. Analytics provides real-time numbers on the effectiveness of employee training and helps in personalizing for individual’s needs. The learning management system improves knowledge retention and enables organizations to focus on employee development programs.
Areas of Improvement
The data enables HR professionals to answer critical questions about operations and identify critical areas for improvement. Real-time data and comprehensive reporting offer crucial insights into skill gaps, learning curves and determine which employee strategies are successful.
Improve the bottom line
Data can be leveraged to analyze how turnover is impacting performance. Don’t focus on lowering turnover, maybe it is not the best metric to prioritize. Consider other training metrics you may have? Is the training effective? Think whether the benefits costs can be decreased.
Address support
HR departments use great technology and various analytical tools to address equity imbalances in the workplace. The company should have a culture that empowers all employees. Right from employee surveys and sentiment analysis to reporting, HR people need the right tools to make this happen.
HR departments can utilize workforce analytics and big data to determine the long-term impact of the hire. If you can track the impact that an individual contributes, this would allow you to tie back to the recruiting process. This will enable you to make better hiring decisions in the future.
Decision-making
HR departments benefit from workforce analytics and big data to improve talent management strategies throughout the employee lifecycle. Workforce analytics and big data help the HR department prioritize goals in critical areas such as talent management, recruitment, engagement, performance management, retention and succession planning.
