9 Steps To Getting Started With Big Data

Compared to most business functions, HR has yet to take full advantage of big data. Only 17% of businesses use analytics software and 68% are still working out how to take advantage of what analytics has to offer. Without effective technology in place, employers will fall behind in the race to hire and retain talent.

Here’s our advice to getting started with big data:-

Assess your position : Many companies are in a ‘reactive’ analytics mode. Deloitte reports that only 4% of businesses believe they have predictive talent analytics capabilities and only 14% have a talent analytics programme in place. Understanding the maturity of your existing talent acquisition strategy will enable you to measure future progress.

Invest appropriately : To succeed with big data businesses must select the right technology infrastructure for their business. Some companies over-invest at the beginning, making it difficult for HR to make sense of the technology in front of them and justify the investment the business has made. Others will invest in the absolute minimum to cover today’s needs. Strike a happy medium which will address the gaps in your talent acquisition strategy now but is scalable as your needs change.

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Understand your culture barriers : Evaluate your company’s attitude towards decision making to help you understand the challenges you’re facing. Companies like Google have an in-built data driven approach to business but the challenge for HR is often to make sense of the data produced by the technology and get company buy-in.

Aim for quick wins : Demonstrating the benefits of technology with a few quick wins will help to overcome resistance to big data. What is your biggest hiring problem? For example, engaging candidates with regular automated updates will help to prevent talent dropping out of your pipeline while recruitment analytics will identify the source of your best applicants.

Opt for cloud based software : Launching a big data initiative means HR will need to collate information from different departments. Cloud based software is the most effective way of achieving this, storing data in one accessible location. It also offers an ideal solution for businesses that lack the infrastructure, in-house skills or resources to carry out comprehensive analysis in-house.

Select a dedicated point of contact : Once you’ve selected your HR software, allocate a  dedicated person within HR to oversee its implementation and take responsibility for understanding the software, including the benefits and cost savings offered to your business. A single point of contact helps to minimise confusion as your business makes the transition from manual to automated systems.

Ensure ethical use of data : Concern over the misuse of big data has prompted calls for it to be accompanied by an ‘ethics review board’. Confidentiality and privacy must be a prime consideration for businesses collecting data on numerous candidates which may include personal information such as health issues. Establish ground rules for the use of talent analytics within your organisation and work closely with other departments to ensure no breaches of confidentiality. Choose HR software that complies with the Data Protection Act and offers a full audit trail.

Keep the human element of HR : Big data isn’t the enemy of HR. Used effectively it supports and enhances the judgements and decisions made by hiring managers. Sophisticated HR software facilitates the personal element by removing time consuming paper based, administrative processes as well as subjectivity in the hiring process. Retain the human element with personalised messages, structured interviews and maintaining a consistent, positive candidate experience through to on-boarding.

Be confident : Data is an indicator of activity and progress in your talent acquisition strategy but no data is perfect. The analysis and interpretation is the responsibility of the individual department. Create a story and positive message around your recruitment software and its benefits to show how it empowers HR. It isn’t about statistics on a dashboard. It’s about how you’re able to target qualified candidates, reduce your time to hire, improve candidate engagement and attract better candidates based on the information provided by HR technology.

Begin your journey into big data and people analytics with Advorto’s state of the art recruitment software, used by some of the world’s leading organisations to recruit better people, faster.

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You might also like to read:-

Big Data : Finding HR A Way Through The Talent Crisis

People Analytics : Is It Really The Future Of HR?



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