There is no doubt that big data and HR analytics are two of the biggest buzzwords talent management has seen. There’s a consensus that people analytics is the new must have, but for now, it exists more in conversation than in the daily work of HR departments.
In a Cubiks international survey of application experiences, 45% of candidates said they did not feel that the selection process gave them the opportunity to demonstrate their suitability for the role. Furthermore, around a third of candidates found their overall recruitment processes unsatisfactory.
With the vast amount of people data now potentially available, we've been taking a closer look at the emerging issues around people analytics and what they might mean for HR. Our 2016 global survey looked into big data and people analytics and how these are applied by HR professionals today.
Our global people analytics survey asked questions based on the use of data today, the challenges to implementing people analytics and the future aspirations of data use in HR. The survey results demonstrated that while HR professionals see the huge potential in analytics, many are not sure how or where to begin.
Until recently, interpreting the outputs of personality questionnaires and how they map to the competencies commonly used by employers has been a complex task undertaken only by trained experts. Things have started to change. New research means that the data from these questionnaires can be used to generate competency scores, using the algorithms derived from people analytics.
Finally, everyone at Cubiks would like to wish you a happy festive season and all the best for a healthy and prosperous New Year!