As more companies are embarking on their quest to improve data-driven talent assets, the word "data gap" is starting to pop up more and more. This unseen trench in the data analysis world may be causing companies to lose time and money, but it isn't a new phenomenon. Businesses have had talent data gaps as long as they have been around. Passing resumes between employees, system silos, lost emails, lost sticky notes, you name it; in the talent world, there has always been a data gap. Recognizing that having a data gap is a problem is certainly a good thing.
Here at SwoopTalent, we are obsessed with eliminating the gaps between talent data collection and talent data usage. After all, data processing inefficiencies are not only preventable, they are the inspiration that drives us to create better algorithms, more connected systems, and improved automation.
Today, we are going to talk about common mistakes that we see consistently when working with clients. Mistakes that widen the data gap by creating inefficiencies and reducing their overall talent pool.
It's an Internal Issue
Most of the companies that we work with daily use talent data in order to scout for particular skillsets. After all, onboarding, training, and hiring are all energized by the necessity to introduce new or specialized skill sets into your work environment. However, one of the most common mistakes that we see is businesses failing to utilize internal talent data.
When your talent data is scattered into multiple systems or relies on multiple mediums (such as both paper and cloud), it becomes difficult, if not impossible, to exploit internal talent data. To band-aid this, many companies turn to hiring outside talent, which is often more immediately data accessible.
We see this as a wasted opportunity. Disregarding internal talent cuts away at your bottom line, undermines employee stability, and can, more often than not, create a negative work atmosphere. This entire issue is fixable with automated talent data management. When all of the data that you need is in one place and is compiled in a logical way, searching for internal candidates becomes even easier than onboarding.
Mind Your Structure
Here we go again. It's time to talk about structured and unstructured data. If you read our blog (which you are), then you have probably noticed we get riled up over unstructured data. It's the Darth Vader to our Luke Skywalker, the Skeletor to our He-Man. Companies that fail to utilize unstructured data are essentially throwing 90% of their talent data away because of a data structure inefficiency. All of those metrics, skills, and qualities that you can't just shove into a form end up floating around in data purgatory.
This is less of a data gap and more of a data chasm. There will always be unstructured data. In fact, unstructured data is often more valuable and telling than structured data could ever be. Unstructured data is, well, human. We have spent our careers organizing unstructured data for companies. If we could count the cups of coffee that we have poured in our office in sole pursuit of better-unstructured data processing algorithms, we would probably have enough to open a Starbucks.
We don't expect you to be able to structure the unstructured; that's our job. Save yourself a load of time, money, and coffee, and try out a demo of our software. Contact us; talk to us. You would be surprised at how excited talking about unstructured talent data makes us.
Out With the Old In With the New
If you have switched systems at any point during your data processing lifetime, you probably have an obvious data gap. New technologies emerge so often that we are sure, at some point, you have moved data systems. If you failed to carry over all of that old data when you transitioned, you definitely have a data gap. Whether it was from physical to cloud or from system to system, there is a good chance that data was lost along the way.
We always make sure to move all of the data over when we transition, make sure that you do too. Data is valuable; don't waste it.
Old Stale Bread
The last gap we are going to address today, though there are plenty more, is stale data. When it comes to data, consistency is the rule. Don't let employee data sit around getting rusty; use it. When data is going unused or isn't getting updated, it will lead to talent acquisition inconsistencies and disorganization. Both of which, can affect your bottom line as well as create onboarding and training headaches.
Avoiding data gaps in talent isn't an easy process. You need to have a streamlined system that is able to accurately update data, process unstructured data, and utilize internal employee data. That's where we come in. If you would like to learn more about how our automated talent data system can drive your businesses overall TMS, contact us. We get it; talent data is filled with complexities. Luckily, our advanced algorithms and AI-driven systems can help you utilize all of that data in a headache-free way. Put down the coffee; we got this.