Data is always been at the heart of HR industry since ever. In recent times we have witnessed rapid changes in the industry in terms of technology & accessibility of data through the cloud. Futuristic technologies like Artificial Intelligence (AI) is making it possible to access data like never before but the quality, structure & freshness of candidate data is still a massive issue due to which the HR professionals are not able to utilize the technology at it’s best.
Here is the view of 5 HR experts on the Data side of the industry, what they feel, what are their challenges & what they would like to change. Enjoy.
Steve Browne
Steve is Strategic HR Professional & Executive Director of HR at LaRosa’s, Inc. This is his view on today’s HR Data landscape…
I think it’s intriguing that HR is just now acknowledging the impact of data. We’ve had data forever, but we haven’t utilized it in a business capacity. Some of that is HR’s responsibility, but I also think that organizations has some responsibility for this due to that fact of how they view/utilize HR. Data is critical in order to have viable, business oriented discussions within companies, but I think there are some challenges.
Challenge #1
The first challenge is that data lags. However, we continue to think data leads. It doesn’t. Just by the nature of data being “results” means that we’re trying to position it as looking ahead when it’s already behind. We need to frame how the data we have is to be used before we start throwing it around as gospel. Have a strategy on how/when to use employee data.
Challenge #2
The second challenge is data bias. We all have biases which affect employee selection. We need to be careful that data doesn’t automatically confirm, or support, our biases. We need to again have a framework around what data is to be used to limit this.
Challenge #3
A third challenge is that hiring managers aren’t always clear on their true need. Having a talent strategy overall within a company would allow you to use data in order to work within the parameters of the strategy. This would be different than the practice of using data just to fill job requisitions.
What would you change in current HR data & process?
I would make sure all data that is used has context so that it can be shared, validated and challenged. Data shouldn’t just be “accepted” because it’s presented. Data, as with most things in HR, needs context.
JoAnn Corley
JoAnn Corley is the Founder, CEO of The Human Sphere™, a business growth consultancy that helps companies increase profits through holistic organizational leadership™. Additionally, she is a nationally sought after speaker and author.
Challenge #1
Many HR professionals have inadequate knowledge regarding data usage
Challenge #2
And therefore are levering their current experience to collect it
Challenge #3
Are not clear on what organizational needs the data will meaningfully serve
What would you change in current HR data & process?
Resources that would allow learning about it more approachable.
Dan Abouav
Dan is the founder of MapHR.com. He is a global HR, talent acquisition leader & advisor. About today’s HR data space he believes that the entire space of recruiting is ripe for a change & the way that people found jobs needs to change drastically.
Challenge #1
Inaccurate information – Resumes and profiles don’t always reflect reality
Challenge #2
Incomplete information – Profiles and resumes are not always updated when candidates are employed
Challenge #3
Aging information – Profiles may be old, candidates no longer looking, ATS data could be years old and irrelevant
What would you change in current HR data & process?
Develop a platform that has a compelling reason for candidates and employees to be willing to update their data.
Darryl Dioso
Darryl Dioso is Senior Recruiter and Consultant at Resource Management Solutions Group. When it comes to HR data, he believes that HR & Recruiters are not using data enough to make the proper hiring, policy, training etc. decisions as they should be.
Challenge #1
How to properly collect and store employee data?
Challenge #2
What employee data should be tracked by companies?
Challenge #3
What are the legal ramifications and obligations regarding employee data?
What would you change in current HR data & process?
Making it easier to collect and share with all.
Nov Omana, HRIP
He is Founder/CEO of Collective HR Solutions, Inc. with over 35 years of solid experience in the HR Technology arena.
Challenge #1
Cultural fit along with behavioral fit
Challenge #2
Ability to find the candidates (where to search)
Challenge #3
Understanding their motivations to judge overall long term fit
What would you change in current HR data & process?
The pool of experienced people, standards on skills, and ability to reach them with personalized material to grab their interest to work for us.
So here it is, the data challenges faced by today’s HR experts & things they would like to change to improve it.
Thanks for reading. Feel free to share what your top three challenges are and what you would change to improve it.
