There is an intrinsic link between connections and the efficacy of your company's talent search. Talent acquisition has historically been considered an HR-specific role that merely involved finding suitable candidates for open positions. The era of big data analytics, —coupled with rapidly advancing cloud technologies— has fundamentally changed the way companies find and properly integrate talent into their roster. It starts with a company-wide culture shift that seeks to connect disparate systems and departments using new technologies and methods in order to create a true talent stack that can drive your business to new levels of prosperity.
Graph Databases, Knowledge, and the Integrated Data Fabric
The role of the data scientist is crucial. It is also in need of a new definition. Data scientists are IT professionals that sift through vast amounts of business data that your company generates in the course of its daily operations looking for meaningful associations to improve your processes. Historically, data science has focused both structured and unstructured data presented as rows and columns of raw information. However, when it comes to people data, their role is changing.
The modern-day data scientist is moving beyond the traditional work schema, focusing instead on graph databases, data fabrics, and their link to your business practices at large.
Graph databases are the antithesis of the traditional relational database referenced above. Culling meaningful data from a relational database can be time-consuming. With a graph database, however, there is a focus on the relationship between graph elements as well as the raw data. Those elements can include individuals, departments, job classifications, and projects. The list of potential variables goes on and on, but the underlying value lies in presenting data alongside workflows, relationships, and avenues of meaningful communication.
Data fabrics are another schema useful for unifying disparate systems and applications. A data fabric refers to a type of network architecture that serves as the connecting overlay for a wide range of applications and systems. Using a data fabric as part of your network structure makes it easy to draw meaningful information from hard-to-penetrate sources like data lakes and warehouses, putting business data to work for your organization.
People-based Analytics as a Business Strategy
Human resources is no longer an island. Hiring decisions impact the prosperity of the company as a whole. The IT tools discussed above help integrate valuable HR data into the company's entire business strategy. For your talent stack to be successful, your organization must view people-based analytics as part of their broader business strategy.
From our research, it was recently discovered that employee recognition has a huge impact on internal engagement. As a result, highly engaged mechanics were directly responsible for increasing the amount of on-time flights. This insight was discovered because someone correlated employee engagement, retention, and on-time departures based on city and team. Their approach utilized graph databases and a data fabric to take people-based analytics out of HR and apply them to wider business decisions with incredible results.
Taking Your Analytics Beyond HR
A company's strength is entirely contingent on its employees. Hard work, expertise, vision, and sheer talent all add up to make an organization greater than the sum of its parts. For your talent stack to thrive, affecting the most positive level of change in the process, it is necessary to take hiring and employment data out of the HR department and integrate with the company as a whole. People data must become part of your overarching business strategy.
Embracing new methods such as graph databases and data fabrics can help you make the most of your people data. For more information on integrating similar technologies into your talent stack, contact SwoopTalent today.