Modes of recruitments are changing all over and data driven approach is gaining immense popularity. It is quite evident that a large amount is spent on a firm’s staffing. In a documentary, CEO of Saatchi and Saatchi, Kevin Roberts opined that the employee turnover rate in his company is 30%, which is quite impressive. The rates or percentage of turnover vary from one industry to another and the range is roughly 30%-80%.
The sports industry is adopting the data-driven approach for recruitment quite well. Michael Lewis’s book Moneyball is making quite an impact in this regard. People who follow analytics in soccer closely have seen some changes from this summer. Data driven approach is being used to find transfer targets. However, when seen in broader business, the use of this approach is limited to some industries and companies. For instance, Facebook and LinkedIn have used the approach quite effectively.
Inclusion of a Statistician In The HR Team
When asked top recruitment consultants regarding HR issues that are bothering, most of them opined that usually there is large skill gap in the HR department. If this void can be overcome, then things will become smooth. Most of the HR people are efficient in handling legal issues, employee issues or other problems, but there are very few who are good at handling numbers and statistics. Only a small percentage of HR professionals have educational degree in mathematics, statistics or economics. With poor analytical skills, the process of hiring usually becomes extremely subjective in nature.
Closely Monitoring The Workforce In A Direct Manner
Recruiting a proper person for a particular job is the main job of a HR. It is commonly said that with right selection of candidates a company can be wealthier, healthier and happier. If employees are happy and healthy, they will work efficiently for higher productivity thus making the company wealthy.
If the data-driven approach is applied to the HR department, then they would know to use the data in different ways and achieve the three above mentioned things for the company. Suppose in an office the employees are provided opportunities where their physical and mental health conditions are monitored regularly. Knowing that one is in perfect physical and mental shape will definitely help in enhancing the confidence of the individual and his work efficiency will get better thus improving the overall productivity of the company.
With the help of data-driven approach, it is possible for the HR to know the qualities of an ideal candidate for a particular role. It is easier for the HR to choose the right candidate from the pool of candidates and they can turn into valuable asset for the company. This is applicable for recruitment of general employees as well as for recruiting people in leadership positions.
Issues With Privacy – Disturbing One
Privacy is important in the life of every human. Getting every movement of your life under the scanner is a disgusting thing without doubt. Most of the companies use different ways for monitoring their employees and for safeguarding intellectual property as well. This has caused rage with employees in many places. Interestingly many have opined that it has helped them in improving their professional lives greatly. The data driven approach, when goes in a wrong way, can become really dangerous. Therefore it is recommended to try and get more value from the data that already exists.
Great Confusions with Psychometric Tests
There are many organizations where psychometric tests are carried out as a part of the recruitment process. However, the data that is obtained through this test has many flaws in it. The data-driven approach gets a setback with this process. However ways are being devised so that the data regarding employer information becomes more reliable.
Author of this article is Evans who has written several articles on recruitment.