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Efficiency and productivity are key to great talent management practices. One of the aspects that help you work strategically toward this is HR data integration.
Using integrations, talent professionals can be more strategic in their actions, like recruitment, since they have deeper insights into their data.
For instance, integrating HR data creates a bigger picture overview of the workforce, vastly improving HR managers' decision-making abilities. Also, integrating your various HR systems saves time for your team. Data is central and there is no need to spend hours inserting the same information into different systems. By now, we all know the real value of connected data.
In this article, we tell you everything you need to know about HR data integrations.
HR data integration is the process of centralizing your data. The process involves collecting your data (no matter the type of data) from all of your available sources and combining it into one dataset. This makes the data more accessible and useful to the entire business.
Most commonly, organizations integrate data in a repository. From there, data is more easily processed and analyzed. At SwoopTalent, we prefer data lakes over data warehouses, since they are more advanced, more flexible, and much easier to maintain.
There are a variety of methods used to integrate data, but some are easier to do than others. Also, there are a variety of factors that affect the ease of integration. For instance, the amount of data you are working with.
Here are three ways you could integrate your data sets:
With respect to integration methods, you may also hear about something called “uniform access integration”. This means that you have the power to see any data, no matter where it comes from, in the same format. A prime example of this is a data lake. However, uniform access integration is available in the three integration methods mentioned above too!
There are tremendous benefits from HR data integrations. First, your data will no longer be in silos. This means that all departments - like recruitment, people operations, and sourcing - can benefit instead of just one. All departments can view, access, and use the data for any analytics they need to process.
Integrating your data can also save you from complications that slow you down. This is especially true when it comes to reducing human error in processing information.
Consider this scenario. You manually integrate your talent data. But, during this process, you accidentally overlook one source of talent data. This will affect the decisions you make about talent in the future since you'll have missing data.
However, with integrated HR systems that are not manually integrated, nothing will be overlooked. As such, the unfortunate scenario above is much less likely to occur.
You also save time because the information is easier to find when it's all centralized. Further, you spend less time on busy-work, since integrations are automatic. Solving problems and answering questions becomes much easier. Your business intelligence will be better, and your business operations will be stronger.
How is HR system integration different from HR data integration? With data integration, you're bringing data together into one central source.
In contrast, HR systems integration is about connecting all your systems. The purpose is to have them working together as one. Today, many consider whether their potential software supports system integrations before implementing anything.
In the past, system integrations were a bit complex, and this posed many issues. On top of that, they were often implemented using standardized solutions. This means their usefulness differed depending on the company.
As with many other issues, the data lake has proven to be the solution to the success of integrated systems - because you are integrating systems AND data in one process.
Now, with HR system integration being much easier, any company can get the most out of it. You will better be able to analyze your data due to process mapping, and much more. Automations are easier, datasets are more comprehensive. The business value of this analytics capability is almost indispensable.
Of course, we can't say it will always be easy. For instance, the integration of some legacy systems may be much more challenging. Depending on the method you use in this situation, you may lose some valuable data in the process. But, SwoopTalent can help you prevent that.
With SwoopTalent, HR data integrations and HR systems integrations can be a breeze!
With our integration manager, you have total control to connect any systems you want. Using this tool you can ensure all of your systems are working together. You can normalize data, map fields, and much more! On top of that, our talent data platform can process any type of data from any system.
All you need to do is connect your systems to SwoopTalent. We remove the need for integrations between disparate applications. In place of that, we use a central hub to connect all systems. Then, we make use of intelligence to ensure that they all work together. The best part is, you can make any adjustments you want, whenever you want.
If integrations are still not enough, there is also our browser extension that can help you out. Using the browser extension, you can see all your data in one place. It even allows you to move data at the click of a button.
At SwoopTalent, we've solved many integration and migration problems. We can help you solve yours too.
Many businesses make integrations out to be much more complicated than they need to be. Implementing a data lake in combination with an integration hub can be the solution, and we at SwoopTalent happen to be experts at that! We can connect all your talent data. This gives you the power of smooth analytics and data-based decision-making.
For more on how we can help you, contact us today! Don't miss out on this integrated HR solution.