We’ve been hosting an annual CXR Colloquium Meeting on Talent Acquisition Analytics for years. [CXR Members can still register to attend this year’s Analytics Meeting in October!] In the past two years we’ve noticed a distinct shift in the way Analytics is being used in Talent Acquisition and the business as a whole. Analysts are more than just experts at data collection and reports, they are becoming excellent storytellers to show how & where things are being influenced. There’s no denying that with the right data and analysis you can learn a lot about your recruiting operations, candidate experience, employment marketing effectiveness and more!
[What’s really happening in Operations & Analytics]
As our friend, Lars Schmidt recently wrote in Fast Company, data is also more essential than ever before in HR…
If you were writing a book on modern HR, people analytics–the practice of using insights from employee data to support decision-making–would be a foundational chapter. Or likely several of them. The rise of analytics in HR and the impact it has on driving organizational strategy means it’s now essential for best-in-class HR teams.
The perceived complexity around data and analytics makes it feel like a barrier for some HR teams. But it doesn’t have to be that way. Everyone started somewhere–even talent teams at the leading edge of the field now use predictive analytics to address turnover before it happens.
It’s more than just data–it’s insight. These new analytics capabilities are allowing HR teams to extract deep insight into the organizational health of their businesses, enabling them to be much more proactive with programs and support.
This exponential growth in both demand and supply should not be seen as a surprise to anyone following the recent evolution of the field. People analytics offers enormous potential to organizations to drive business strategy, improve performance, and personalize and enhance the employee experience.
