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This week I spent a lot of time talking about jobs and diversity (in jobs), so I thought I’d take a break with my Friday Five and look at something more soothing: big data analytics. Analytics are increasingly important in recruiting and HR, but there are still practitioners who shy away because they aren’t “tech savvy.” Relax, friends. Using big data analytics in your work doesn’t mean that you yourself have to crunch numbers or design reports — though maybe you should explore that! — because more and more HR tech and analytics startups help you with that. We talk a lot about the importance of analytics on B4J but for today, we’re just going to look at the conversation this week:
So you want to start using analytics to improve your recruiting and employee retention. So your boss is on board, but only if you do it on your own time. We’ve all been there. This piece breaks down the behaviours that get in the way of HR analytics initiatives and how to get around them. Be open to change, decision makers!
Workforce ranks background check providers in this special report. That’s useful information all on its own but the report digs into why some checkers are succeeding where others are failing, and what issues — organization attitude, quality of and confidence in analytics — impede background check effectiveness.
Tech unsavvy? Tell me another one. With so many of us shopping online and keeping up with friends on Facebook, it’s a bit ridiculous to keep claiming you’re unable to learn new HR tech. Jennifer Payne says fear of technology is an excuse: it covers up fear of change and maybe even some foot-dragging.
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Are you excited about the possibility of gathering data on employees? You’re thinking, “I could prevent so many injuries if I just knew what they were doing…” Well, there are risks and rewards to deploying wearables at work and to using the data you may glean from them.
Fast Company looks at the “quantified workplace” of the future where every aspect of your working life is studied and optimized. But, says one analyst, that doesn’t have to mean Brave New World, drone-style optimization. Analytics can lead to small changes like increasing the size of cafeteria tables and having one lunch hour for all employees — in hopes of increasing cross-team engagement and building stronger social ties. When it comes to big data, FastCo reminds us, it’s all in how you use it.
And in that vein, this week on B4J, Rakesh Singh reminds us that every HR initiative has a human component: the best HR tech in the world can’t improve your work or your organization, unless you’re using it right. In Improve Your Retention Rate: Onboarding Done Right Rakesh writes about the importance of building relationships with candidates and new employees, and of relying on your existing team members to help you get new staff settled. Use data — from your recruiting software, from surveys of employees, from everywhere you can get good data — but make sure the employee and the organization, not the data itself, are at the centre of your thoughts.