Have you ever analyzed how you can get the best from your employees? Have you ever pondered over the kind of effect on workforce performance when investments on employees have taken place? Do you know who actually your top performers are and how you can motivate the B-players to excel? Presently, the leading-edge organizations such as Best Buy, Google, Sysco, Accenture and others are stretching out their roots to ensure highest employee engagement, productivity, as well as, retention of top performers. All this is done through Talent Analytics.
We have been listening to the buzz around Talent Analytics for a couple of years now. The application of this technique in the recruitment industry has transformed the hiring process as well as, helped employers to take a deeper insight into employee behavior. Furthermore, with the help of employee insight, organizations are now able to easily determine the top qualities of their A-players and devise this valuable information to make the right hiring decisions.
So we need to understand what exactly can Talent analytics do for HRs, besides enhancing the efficiency of the recruitment process. The following points will help our readers understand how talent analytics help throughout the hiring and retention process.
1. Discover Best Cultural Fits
Even a high-performing, experienced and talented candidate can fail to survive in the unique work culture of a company. The traditional style of interviews ideally emphasize on the candidate’s resume and his or her first impression. However, no assessment is conducted to analyze whether the candidate is a cultural fit or not. At this juncture, Talent analytics is the secret key to uncover those applicants who are closer cultural fits. The process of talent analytics ensures to secure top talent working inside as well as, appearing from diverse geographical boundaries.
2. Assess Potential Candidates via Social Networks
Presently, increasing organizations are conducting social recruiting on channels such as Facebook, LinkedIn and Twitter. Talent Analytics takes one step further by analyzing candidate’s natural language on social media before they even become active job-seekers.
3. Help Interview Teams Overcome their Weaknesses
Like candidates, hiring managers too have their strengths and flaws. An interviewer could be very capable at assessing a candidate’s critical thinking abilities, yet might be totally oblivious about assessing a cultural fit. Talent analytics at this juncture can help conduct the best assessment of every candidate. This allows interviewers to ask questions that are within their thinking capacities and the rest is undertaken by talent analytics.
4. Predicted Success
Talent analytics can enable managers to investigate success traits of existing employees, recognize substantial and immaterial traits, and adjust screening practices to these success characteristics. This is generally easy to actualize for high-volume hires. Talent analytics can also distinguish the kind of questions asked by candidates in interviews which can identify great hires and poor hires.
5. Revamp the meaning of ‘Great’
Take an example. Just like top students of mid-sized schools get higher degrees but sometimes, even the top performers of top schools do not get that seat in their favorite college.
Put this idea while recruiting great candidates. Do not only emphasize on candidates coming from ‘best companies’ but focus on hiring really ‘great candidates’. Widen the search by identifying how the candidates are performing on skills, what approaches they follow to deliver results and how their abilities define them as extra-ordinary. Talent analytics can help make the process even smooth. It can enable hiring managers to identify great talent within a matter of minutes.
More and more organizations are devising talent analytics to determine high-quality prospects which those traditional hiring platforms simply cannot. End result: Employees who are easier to train, more qualified in becoming the valuable contributors of the business in the long run.