4 Major Benefits of Talent Analytics for Employers

By Published February 17, 2017
Talent Analytics

The introduction of talent analytics has been transforming the overall human resources practices for quite some time now. Gone are those days of relying on someone’s gut feeling before hiring a candidate.

What is talent analytics?

By definition, talent analytics is the efficient application of big data techniques to human resources. It takes into account, the data of the past, current and potential employees to produce proper insight. With this insight, recruiters can much easily identify top employee qualities and of course, use these qualities to hire the best job candidates in future.

These days’ the biggest challenge faced by employers and recruiters are finding the right talent for job vacancies. It might come as a surprise for all, but, finding the right job candidate is truly a Herculean task.  Consequently, there is an emerging marketplace for HR recruitment tools and solutions that can help organisations assess their cultures and find people who absolutely ‘fit’ within their strategies, teams, and cultures.

However, now with the proper data analytics in place, HR managers have realised they have found an absolute gold mine. Talent analytics can give HR professionals an insight into the way; they should hire the right candidate while keeping in mind the expenses involved in the process.

Some of the major benefits of talent analytics are explained below.

Talent Analytics
Img. Src. TheCareerMuse

#1. Ensure high cultural fits

Even a strong performing good employee might fall prey to a cultural fit of a company and thereby end up in giving a poor performance. Hence, it is essential to ensure candidate you hire happens to be a good cultural fit. The traditional interview process usually focuses on a candidate’s resume and the initial first impressions. Even subsequent operations typically do not focus on every other aspect instead of assessing proper culture fit. However, talent analytics can help identify those candidates, also improving the chance of placing new hires in positions and teams where they can grow professionally.

#2. Listen to their networks

The next frontier in the domain of social recruiting is social listening. Most companies now use Twitter, LinkedIn, and Facebook to ensure proper recruitment of talented candidates. The significance of talent analytics comes into the picture here. It takes the process one step further, by combining natural language processing technology with latest trends across platforms. Talent analytics can identify strong candidates before they even become proper job seekers.

#3. Hire for predictable success

Talent analytics again can help managers analyse success traits of existing employees; also distinguish tangible and intangible characteristics. This aspect is comparatively easy to implement for high-volume hiring, such as tele-callers, call centre personnel or grocery store personnel. Talent analytics can also classify a relatively small number of questions that sometimes tend to differentiate between good hires and bad hires.

#4. Build dream interview teams

Just like candidates, interviewers also have their strengths and weaknesses. One manager may be well adept at assessing a candidate’s problem-solving skills but might not be able to do so regarding cultural fit. However, talent analytics can help focus and balance your interview team to deliver the very best assessment of each candidate collectively.

Organisations also make use of talent analytics to discover critical connections and generate high-quality prospect pools that usual hiring channels simply cannot do. The result – teams of employees who are better qualified, better suited for the job, easier to train, happier and more likely become valuable contributors in the long-run.

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