Data is a valuable asset – it helps employers make objective, data-backed decisions that are highly accurate. HR data can provide HR teams a number of useful insights to base talent decisions on. Real-time HR data makes hiring decisions, appraisal and promotion decisions, training and development inputs, and succession planning, more evidence-based and objective.
Retaining top talent is a pain point for HR professionals; employee attrition entails a significant cost to the organization. Employee retention is not an HR intervention in itself but draws from the various HR processes. Data from other HR processes such as recruitment, training and development, engagement, compensation, etc., can be drawn and used to create better retention.
The hiring process involves various data points related to the applicant profile. Most companies receive a lot of applications and HR recruiters need to decide and shortlist the best profiles that match vacant positions. With ready reference data for vacant positions and applying analytics, HR professionals can select the right fit.
Also, HR recruiters should understand that having the right fit in terms of skills, culture, role preference, etc. goes a long way in on-boarding employees who last and perform well. Applicant data must be analyzed to develop recruiting trends i.e. knowing where the under performers come from, knowing the profile of an ideal candidate for the role, among other details. This data approach will help select the best candidates and increase chances of retention.
Keywords that represent your company culture and resonates with your type of talent should be included in the business branding. This method of company branding will help your business create an attractive and authentic employee value proposition, increasing the chances of ideal applicants applying to the organization. It is a great way to create retention by screening the right matches.
HR professionals should use data to create ideal profiles and design interview processes to hire top talent. They must study the performance outcomes of a high achiever and include the data points in interview questions to be able to look for those in applicants. This can be practiced not just for immediate performance, but for long-term potential as well, and can help long-term retention.
Performance data can be used to identify long-term learning and the growth potential of employees. Using this data HR teams can create training and development programs that help employees meet their career aspirations. The proper use of talent data helps cater to the individual needs of every employee, creating trust and transparency. This leads to higher employee retention.
HR data must be converted to useful insights to be able to make sense of it. Organizations should adopt the latest systems to be able to make the most of existing data. An HR management system’s robust data analytics provides critical information about employees and applicants to better attract and retain the right talent.
Need more information about SutiHR ? Talk to our experts today and schedule a demo
