Data Driven Recruitment : Moving Towards People Analytics

​HR’s resistance to data driven recruitment and people analytics is gradually crumbling. Deloitte’s Global Trends Survey 2016 found that nearly one third of companies felt ready for analytics this year, compared to a quarter (24%) last year. That said, it still leaves two thirds of businesses reluctant to engage with any form of data and over half of UK companies relying on manual recruitment systems. 

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Integrating people analytics into talent management strategies improves employer brand, hiring and retention levels and enables HR to compete more effectively in a skills starved jobs market. Start your move towards people analytics by embracing data driven recruitment with the following strategies:-

Recognise the warning signs : HR spends on average two days per week on admin which inhibits its ability to focus on people management.  Time spent attending to mundane issues distracts from basic metrics. If you're unclear about the number of employees in your business, the key skills of your high achievers, your staff retention levels or the average tenure for your new hire, these are clear warning signs that your business needs to move to data driven recruitment.

Align your strategy with business priorities : Your analytics strategy should align with your company’s overall objectives. Start with the issues that matter to business leadership, such as customer service and retention, or improving the quality – and retention - of your sales people. Demonstrating the value of analytics will gain buy-in from other company functions.

Aim for early wins : Address the main problem in your hiring strategy affecting those issues, whether that is improving the ratio of quality candidates, your time to hire or where your best people come from. Decide the type of data you need and how you will collect it, then decide what you will do with that information. The issue may be something as straightforward as a prolonged interview process, not providing post-interview feedback or delays in final candidate selection.. Understand the data that is available to you and focus on the technology that provides more insight to enable quick wins.  

Incorporate onboarding : According to a study by Leadership IQ[1], 46% of new hires will fail within the first 18 months. Data helps you to reduce the likelihood of a bad hire and identify those considered a flight risk during the hiring process. Incorporate onboarding within your data gathering to assess the success of your new hires.

Move slowly : Implementing a formal people analytics process that aligns with your business’s core strategy takes patience and planning. Counting Success : How metrics and measurement correlate with business[2] – found that 90% of businesses collected employee performance data yet only half (51%) use it to adjust or inform their talent acquisition strategies. Gather the data, evaluate it and act on it before moving forwards.

Opt for cloud software : Taking a first step into people analytics requires HR to collate relevant data from different functions. Cloud based technology stores data in one accessible location and removes the need for infrastructure, or in-house skills and resources for businesses getting started with the basics.  Choose software that complies with the Data Protection Act and offers a full audit trail to ensure the confidentiality and privacy of the information gathered.

Retain the ‘people’ factor in people analytics : Used effectively, your data will enhance the success of your talent acquisition by basing your hiring decisions on more than gut feeling. At the same time, it allows HR to focus on personal engagement with qualified candidates throughout the hiring process. By removing unnecessary time spent on tedious tasks, more attention can be paid to creating a positive candidate experience supported by a truly data driven recruitment strategy.

Kate Smedley offers a range of talent solutions including advice on your hiring process and content to boost your employer brand.

Contact me to find out more. 

Sources 
[1] http://www.leadershipiq.com/
[2] http://www.hrotoday.com/news/evidence-based-hr/counting-success-how-metrics-and-measurement-correlate-with-business-success/