The Journey to Sound Data Integrity

At the foundation of every successful people analytics program is the integrity of the data.

With no end in sight in the war for talent, at least one thing is clear: data-driven approaches remain a key piece of talent acquisition strategy. At the foundation of every successful people analytics program is the integrity of the data.

Deloitte’s recent Talent Acquisition Analytics report found that a high percentage of organizations surveyed are under-equipped with their people analytics programs, leaving them at a disadvantage in a challenging hiring market.

Whether it’s better awareness of candidate fit, process and technology optimization, or increased understanding of talent acquisitions impact on the business, analytics is a powerful force in the quest to source and hire top talent.

Deloitte – Talent Acquisition Analytics Report

So, how do employers get there?

In our recent Talent Analytics community meeting, we tapped into the experience and expertise of Brad Cook, VP Global Talent Acquisition at Intuitive. Here are some key takeaways from our conversation.


Brad wants us to remember that data analytics “metrics are a journey” instead of a one-time project. As we build these metrics, expect to identify new goals and areas for process improvement.


To get started, Brad recommends determining the end goal that you want. By selecting the metric you’d like to prove or disprove, you can build the process around that. In this process, you can “come up with a hypothesis, pull some data, and say ‘Well, I thought that was going to come out completely opposite,’ go and fix the process, identify data integrity issues or human errors, work to fix those, and then do it again.” It’s a tedious yet critically important cycle. 


Three core areas of focus:

  • It’s imperative to identify and fix data issues initially. 
  • Then, you can address data engineering and how to get the data out.
  • Finally, you work to link the data sets together. 

The final product is a robust talent analytics program that “can deliver insights critical for improving operational and business outcomes”(“Talent Acquisition Analytics,” Deloitte).

We asked Brad what the main challenge is once you have your system in place. “Getting humans to do things in a consistent way…” Luckily, that’s a challenge we can work through together in the CXR community.


Learn More


Members can watch the entire workshop here.

Picture of Chris Hoyt

Chris Hoyt

A veteran of recruiting and HR, Hoyt is a sought-after speaker with presentations including national conferences with SHRM, LinkedIn, HR Technology, ERE and others in the USA as well as UNLEASH, iRecruit, Australasian Talent Conference and more abroad. Chris has been promoting and leading full scale and enterprise-wide integrations of social media and mobile marketing within workforce strategies for his entire career. His expertise and passion for interactive/social recruiting, candidate experience, and both national and international recruiting strategies are all areas that Hoyt now leverages as co-owner and President at CareerXroads, a Recruiting/Staffing consulting and think tank organization that works with corporate leaders from around the world to break out of traditional recruitment practices and push the envelope in an effort to win the ongoing war for top talent.

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