I’ve seen a couple of articles recently espousing a set number of stages in HR and/or Recruitment Analytics. Based on my knowledge, the 5 stages of analytics a people-centric department can experience are the following:
Stage 1 – The Data Dark Age – No analytics at all. Pipelines are either in MS Excel, a very old proprietary data based or maybe even on paper. Nothing is really analyzed, data quality is bad, and reports are pretty useless. Not collaboration exists between HR, Recruitment and other business lines.
Stage 2 – Living in Data Castles – Only a few people use analytics and most key management decisions are not made based on data, but on experience. Every department has data stored within its own data base. Its nearly impossible to share data due to poor data architecture. HR data is incomplete and the recruitment process does not have any dynamic reporting.
Stage 3 – The Flat Data Organization – Some people use some analytics to make some decisions, but its generally inconsistent across the organization. Data is generally historical and used tactically to understand simple patterns and effects. Some of the data castles have evolved to data explorers, venturing out to find and use new data sources, but many castles still remain in the organization. Generally HR and Recrutiment are using a people management and/or recruitment management software. Reports are useful and drive some decisions by management, but there is major room for improvement. Some data leads to buried treasure, but some leads you off the map… data quality is inconsistent.
Stage 4 – Civilized Data Flow – Most decision makers have access and generally use analytics. Several key team members have strong analyst backgrounds. Data is easily shared between teams. Most managers look at data before making a decision, and analysts have a say in business strategy based on their analysis. People are empowered to do their own discovery and analysis. The organization has answers to questions about recruitment efforts and HR trends. Waste is controlled with effective people and recruitment management software. Business dashboards are being used to convey a lot of information.
Stage 5 – Data Nirvana – Every team member from top down knows analytics, has access to the data they need and are empowered to take action on it. There are minimal hindrances to sharing data. It is hard to find a place like this but, when you do recruitment works like a well-oiled machine, HR analytics are predictive and driving recruitment efforts. There is never a question management asks, that there is not a data driven explanation to answer with. Business dashboards are interactive and real time. Surprises are minimal and solutions come quick and founded on business data and insight. Open posts are filled quickly and people stick around because there needs are proactively being addressed.
So what phase is your organization in? Where do you want it to be? I can help you assess where you are and we can design steps to get your where you want to go.
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 firstname.lastname@example.org 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.