Top 3 Trends in Talent Analytics
Human resource managers are currently embracing talent analytics like never before. These days, the overall concept of talent acquisition has undergone a sea change. Companies are evaluating and analyzing raw data to derive valuable insights which are helping them to hire the right talent, retain them as well as help them learn and grow internally.
Talent analytics takes into account all the data, rather than limited samples, so a full-fledged picture emerges. It looks for patterns in the data and discovers critical connections that might otherwise go unnoticed. Such data can be related to employees’ pre-employment assessments to background checks to social media profiles.
HR people also gather data on the characteristics of their most successful employees. When big data is tapped this way, HR managers no longer need to depend on intuitions of interviewers and hiring managers or rely on obsolete hiring tools of yesteryears. Organizations are also leveraging big data to hire and promote top performers who will enable companies to meet with their dynamically changing business needs.
Some of the major trends dominating the talent analytics trends are as follows:
1. Better hiring quality and better intra-team collaboration
Applying talent analytics in the process of hiring and recruitment has a tremendous effect. Now, instead of limited samples which may be misguiding for the HR, the hiring data for every current employee is considered. Every interview response, every assessment answer, every piece of data from resumes, applications, background checks, social network profiles and performance simulations are taken into account. Numerous data points can now be studied to determine the most accurate predictor of success.
2. Adapting to dynamically changing business needs
Talent analytics makes it possible for businesses to hire candidates based on their absolute requirements. What exactly they are looking at while hiring possible candidates. Talent analytics enables recruiters to easily take profiles of current employees with the best sales numbers and match those to the pre-employment assessment of job candidates. Talent analytics also assist organisations to directly track changes in hiring tools to changes in business performance, giving HR a clear and constantly updated picture of what works and what does not.
3. Actionable Predictive Analytics
Predictive analytics are simply a set of decision-making metrics or statistics that alert decision-makers about upcoming problems and opportunities in talent areas such as recruiting and retention. Predictive analytics are clearly superior to traditional HR metrics, which simply tell you what happened last year
Source: The Economic Times
Author Bio: A post graduate in Literature from University of Delhi, Sampurna has been working as a full-time professional writer for more than five years now. She has been lending her expertise to the online world by penning articles and blog posts on jobs and careers, HR tips and the recruitment industry.