Recruiting and retaining top talent in the industry are no longer based on personal opinions or a couple of rounds of interview with the candidates. Instead, it is being replaced by evidence based decisions that reflect the reality of the situation rather than rely on debatable methods with low accuracy.
Let's have a closer look on how big data help your organistaion.
* Organisations always know the applicant volumes and quality they receive from each source and it becomes imperative to sort out which of these sources are proving to be cost effective.
This is where data can help in determining which sources bring in candidates with better skill sets, which sources do the underachievers come from, which ones produce hires who can be retained for longer, etc.
* Big data can also help HR professionals find out the right keywords that attract the best talent in the first place. A small step like this in the recruitment process can make a huge difference in employee retention.
When the right keywords attract the right candidates, expectations are set properly from the beginning leading to higher job satisfaction and better retention numbers.
* It can also help you to ask the right set of questions that make you select the appropriate candidate. It can also help set the parameters that would define acceptable levels of performance to be cleared for the next round of interviews.
* It will help identify the employees with higher growth potential. Some of these employees might need training in some specific skills or mentoring in order to get to the next level of their career.
When organisations pay attention to these factors and empower employees to grow personally and professionally, it sends all the right messages among the employees that the company truly cares about their future.
* Meritocracy fosters a healthy competition and increases the overall job satisfaction levels of the employees. Data plays a very critical role in establishing meritocracy as an integral part of the organisation’s culture. Without this data, HR professionals and managers will not be in a position to identify the consistent high performers and reward them.
A data is useless unless it is converted in to information and that information is converted in to action. All it requires is the initiative to acquire the data they need to make smarter hires and retain them over a longer period of time.
Courtesy: www.peoplematters.in
