Where to Cast Your Net

I’ve briefly spoken about people analytics and talent analytics in previous posts but there are so many things that companies can learn from people analytics that it is an important topic to keep speaking about.  People analytics will really change HR from a service function to key decision makers for the business.  Over the next few posts I will discuss ways it will improve some HR processes, starting with:

1.     Where to recruit

Using people analytics in HR can increase the companies’ ability to know where they should be spending their recruiting efforts and budget.  A lot of companies may assume that hiring from the top universities and people with the highest GPA will then equal the best performing employees, however that may not be the case.  A great example of this is a bank is Asia did a restructuring and collected employee data in the course to identify high performers.  They did this through analytics and found that they had been recruiting from top institutions when their highest performers were actually from 5 specific programs and certificate programs.  If companies do this type of analysis on all their employees it could potentially save them lots of wasted money in recruiting in the wrong places, and also help them hire the top talent for their specific needs.