As a follow up to my last blog, I wanted to share a few more points about HR and Recruitment analytics then time allowed for. So here’s what I left out.
First we are seeing a massive replacement of licensed, traditional HRMS systems taking place. Many large companies either have, our or are looking into replacing the core HR applications. Most where built internally, just store structured data, are difficult to pull data from unless you can write code and are not integrated with other data structures.
The replacements are often vendor managed, cloud based, data storage solutions with end user interfaces that simply finding and analyzing data and often automate much of the reporting. And they can be updated in hours versus minutes, versus the old platforms that could take weeks if not months to update.
These new platforms are able to provide almost limitless data points, have built in business dashboards and are starting to offer powerful predictive analytics models. The days of many of the old school CRMs and ATSs we are using to manage people data are truly numbered.
Another trend worth mentioning is the efforts cutting edge teams are putting into both candidate and employee engagement. Attempts to “gamify” various part of the employee lifecycle to make data gathering, analysis and sharing more eventful is increasingly common. Its common knowledge that ways to attract and keep the attention of millennials is significantly different then it is for baby boomers or Gen Xers.
Dr. Sullivan mentioned that “we are seeing the traditional annual engagement survey is going the way of the dinosaur (slowly however) and a new breed of pulse tools, feedback apps, and anonymous social networking tools has arrived.” It has never been more important to look at not just the enterprise wide health of a company, but that of small communities within the enterprise.
Metrics that measure how engaged an employee once a year is are no longer enough. We can use things like sentiment analysis, text analytics and social media data scrapping to uncover things we would never see in a survey where everyone is pressured to give top scores.
And we really have to get beyond historical data and descriptive analytics to look at current and predictive metrics. We need to quickly know when and why metrics are headed in the wrong direction and measure the impact of our solutions. And this goes for not just current employees, but future ones as well. Candidate satisfaction with the hiring process is often an over looked metric.
We also now have the data and the tools to run predictive models on how, when and why someone may be looking to leave the company. This creates another whole area of HR analytics to look at.
Dr. Sullivan added that “we are seeing tools to predict flight risk, assess high potential job candidates, even find toxic employee behavior – are all in the market today. While many are not highly proven yet, they all work to a degree, providing great value to any company.”
Now we have, three more trends to consider when it comes to analytics in HR & Recruitment:
- Replacement of old internal HR systems with new vendor managed tools
- The evolution of employee engagement tools
- Predictive analytics modeling
If you are curious about how to get more than just the most basic descriptive analytics out of your business data, then let us sit down and talk about. Finding solutions to replace your old HR systems with more employee engagement options and predictive analytics is not as hard or as expensive as it was a few years ago. Let me show you how getting back on the cutting edge with your data can be done.
HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.
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