A Technological approach to People Analytics

No comments

When we discuss analytics it is very easy to get lost in an ocean of data, graphs, and reports. Most ERP software or HRIS (human resource information systems) present a long list of graphs and reports that can be accessed and still we will always have some request to the database admin to extract some or the other data from the backend. And yes this luxury is available to only large firms that use enterprise software and have a database admin resource.

 In this article, I am specifically alluding to analytics related to recruitment data. However, the concept could be applied to any sphere of work in an organization.

Approach to Analytics

Analytics basically is arranging or counting data in a specific way to be able to see patterns so as to convert it into information that would help in decision making. So, if we are to approach analytics with a fresh slate then there are these few steps to be followed-

  1. Figure out who in the organization requires to make any decision with referenceto or in conjunction with recruitment data.
  2. Interview them to understand what data do they need to analyze and how theywould want it to be presented. ‘What data to analyze’ is important because youneed to ensure that your system is capturing that data. For example, if you want to know the source of an online job application but your system is not capturing this info then you need to fix that.
  3. The next important question is what kind of analysis and therefore the kind ofinferences that you would like to make from the data. This will dictate the way it iscollated and presented. As in the above example, if you wish to capture the source of your application and let us say the applications have come from your careers page on your website, you may actually want to understand how did the applicant come to your career page in the first place. Did she type your company URL in the browser, or did she use Google search or did she respond to some job advertisement online? So now this not only tells you the application came from your careers page but also how the applicant found your careers page. You may further like to see this data on a daily, weekly or any other periodicity basis. You could also like to analyze this data with the advertisement spend for that specific job.

I hope you got the drift about the approach I am suggesting. We will now take up recruitment analytics as our subject and see this approach in action. For ease of listing, we will assume that the above exercise has been conducted and all the data and its analysis have been collated and listed along with the stakeholders to whom it may be useful. Read more here…

Source: Everyone’s Blog Posts – RecruitingBlogs

Sponsored Ad