The meteoric rise of people data

People data has been widely embraced by the HR industry as an essential tool for understanding employee experience and for attracting, developing and retaining top talent. It’s only by unlocking that understanding, based on hard facts rather than anecdotal evidence or intuition, that companies can improve all manner of matters for their most valuable asset – their (current and future) employees.¬†

 

Hence, HR professionals today need to become adept at gathering and analysing people’s data. They need to know what questions to ask. And they need to be able to understand the intelligence delivered to develop meaningful, impactful HR strategies and tactics accordingly. They must also be able to effectively share their findings and recommendations with C-suite leaders and managers to secure the buy-in and engagement essential for HR actions to result in genuine, concrete improvements.

 

A recent article published by HR Executive¬†explores this hot HR topic in detail. If you don’t have time to read the full article, please scan the key points below:

 

People data goes way beyond information on employee compensation, staff turnover and the racial, gender or sexual orientation of employees. It can highlight burnout trends, gauge employee satisfaction and engagement, determine the skills that employees need to grow their careers, and much more.

 

Data analysis has become an increasingly vital skill for HR leaders and managers. Whatever the size of their organisation, they need to be able to understand people data from multiple sources – recruitment applications, candidate interviews, onboarding tools, performance reviews and other HR systems – to drive change. The changes range from minor tweaks to existing HR strategy to major transformations that can prove essential to continued business growth (or even survival).

 

With so much at stake, it’s essential that the HR technology that companies select is high-quality, delivering reliable, up-to-the-minute intelligence on what’s happening inside and outside company walls. The insights delivered need to be easy-to-digest, easy-to-share and actionable.

 

People data technology has incredible power to deliver understanding on hugely complex issues. But that doesn’t mean recent converts should immediately dive into its full potential. The article recommends that they start small, consuming simple, bite-size metrics. As they become more conversant with the technology, they can build on their foundational knowledge, adding in and testing layers of depth and complexity. The value of the insights gained offers incredible ROI for this time investment.

 

Do you agree with the main points of the article? Please let us know. Please also get in touch if you’d like some expert support finding great candidates for your current vacancies. ABL Recruitment is the UK’s leading multilingual recruitment agency. We will fast-track the process for you, delivering excellent candidates that suit all your evolving requirements. Please email us at info@ablrecruitment.com or call us on 020 7092 3939 to brainstorm the options.