As the great Sherlock Holmes said, “It is a capital mistake to theorize before one has data.” It’s true that the best decisions are ones made with the data to back them up. Departments across your organization likely use data to make their decisions and as an HR professional you might be thinking, “How can I use data to make smarter hiring decisions?” Here’s how to use all the great information you collect and leverage it into employing better people practices.
In Nonprofit HR’s article “6 Ways to Use Talent Analytics to Improve Nonprofit Hiring Decisions” they outline a few different ways analytics can help HR managers make smarter hiring decisions. Analytics can be used in both the recruitment process as well as to assist in retention.
“Consider following up with them in the months following their departure to learn more about why they chose to pursue a position elsewhere and how their new role compares to their experience at your organization.
Then, take what you’ve learned and apply it in your talent acquisition and retention processes––especially for roles that have a high turnover rate. Ask candidates questions during the interview process to zero in on why they left past jobs, what’s likely to cause them to become disengaged and whether you can actually accommodate their preferred working style. Also know what workplace factors are contributing to you being able to retain high performers. Know what is important to them and continue to provide it wherever possible.”
While analytics can’t predict an employee’s behavior accurately in every case, it can help ensure that you’re doing your best to decrease turnover rate and retain your high performers. Moreover, you can use information your organization already collects and adapt it to focus on retention. In Forbes’ piece, “Six Ways Your HR Team Can Leverage Big Data,” Sarah O’Neil of Digital Trends recommends using data to keep your team well staffed to prevent potential burnout.
“By using KPIs to determine what the productivity output per employee should be, and matching that to what your company’s goals are, you can accurately forecast what your staffing should look like by department, as well as identify top performers and areas of opportunity within your workforce.”
As you can see, data can be great for all areas of your organization, and HR is no exception! We hope you’ll channel your inner Sherlock and get to work analyzing your data to make great staffing decisions, sans deerstalker hat. (Or even with a deerstalker hat if that’s what you’re into.)