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Getting the Most from HR Analytics Tools

SwoopTalent
June 24, 2019

As companies grow, they accumulate more employees. The more employees, the more employee data there is to manage and analyze. This can be overwhelming for any HR team if they are unable to keep up with company growth by an increase in their own numbers.

Luckily, there is a myriad of HR analytics solutions made by and for human resources experts who know exactly how to lighten the load of their peers in the field. But users need to know how to make them work to their advantage, in order to address the needs of your organization efficiently and effectively. This article explores seven top tips which will help you get the most out of your HR analytics tools.

Best Practices for HR Analytics Tools

  1. Understand the relationship between people metrics and analytics. Simply put, metrics assess things like human efficiency, performance, etc. using gathered data. This is the measurement side of it all. Analytics put these measurements to use, helping an organization understand or predict how which decisions will result in what outcome. Analytics feed off the statistics generated by metrics, and then provide you with a possible solution to a given problem. It’s easy for data to stagnate if it is not being effectively utilized. So, getting the application down is always going to be the first step.
  2. Make sure you have all of your data sources connected. Social profiles, applicant tracking system data, internal data, and any other source of talent data used by your organization should be integrated into a central reservoir. This way, all information gathered is easily included in assessments, and key factors are rarely lost and left out.
  3. Make sure your data is convenient to access.Data out of context will not be legible, or useable as a decision-making factor across an organization at large. Having all of your data in one easy-to-find place where it can be accessed as it is needed may help to identify use-cases, and prevent time and efficiency losses by ensuring outdated, redundant, or irrelevant data is visible and addressed in a timely manner. Swoop Talent’s cloud-based talent data-management platform connects all data sources in one accessible location, meaning you don’t have to dig around to find what you need to make data-driven talent decisions. This allows you to join information from multiple sources to inform any actions needed along the full talent lifecycle.
  4. Make sure you're using up-to-date data to run analytics. Using stale data to inform your analytics isn’t going to help anyone. Outdated information, even if it was superseded within the last day, can be harmful to a company if used to advise data-driven decisions. For example, using stale, outdated talent records can result in a high cost for talent acquisition. Ensuring you have the latest information to work from will save your organization time, money, and missed opportunities with top talent.
  5. Make sure your data is unbiased. Data which is biased is bad data. Analytics based on bad data yield inaccurate conclusions which in turn may influence ultimately negative business decisions. Unfortunately, biased data is extremely difficult to avoid when human nature is involved. No matter how good we think we are, unconscious bias can find its way into an organization. One solution to gathering unbiased data is to use machine learning and problem-based personal assessments to remove social factors such as race and gender from collected data. This means people metrics will be based only in palpable and relevant factors such as skill and history.
  6. Stay in compliance. It may seem like a role reversal, but maintaining standards of compliance in human resources across your organization can benefit the quality of your data and thereby your people metrics. A standardized policy for hiring, payroll, discipline, etc. provides a practical sounding board for any data and information you might throw at it. It’s like writing on lined paper, versus writing on blank paper.
  7. Integrate the functions of your HR analytics to address wider business problems. HR analytics should not only be used to address things like turnover, employee satisfaction, internal promotions, etc. It’s possible to collect and integrate people analytics which work alongside business strategy to show numerically how dollars impact ROI. This enables you to use HR analytics in a broader spectrum which inform business cases for the actions of the human resources department.

Great data analytics begins with great data analytics tools, and ends with great data analysts. Gather, analyze and manage data like the pro you are, armed with top tips that help keep you efficient and on your best game.

Is your organization considering migrating your data into a data lake? Check out our other article, The Value of Data Lake Management Tools, to get started on building your system.

The SwoopTalent platform automatically connects all of your talent systems and data to power everything you need to do across the full talent lifecycle. Whether it's integrations, automation, data refresh, analytics, migrations, machine learning or any other priority, we free you up to do the strategic things. To find out how SwoopTalent can help your organization, request a demo here.

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