Large shifts in the market and in how we use technology has has rapidly changed the skill sets organizations need to fill their workforce with.
But without easily accessible and reliable talent data, HR teams are finding themselves missing an important piece of the puzzle needed to upskill, reskill and redeploy their people to the right roles, at the right time.
In fact, only 21% of HR leaders believe their organizations are effectively using talent data to inform and shape talent acquisition and employee engagement strategies. This leaves a large majority of leaders, and their teams, trying to find a way to unlock reliable, accurate talent data and use it to gain the buy-in they need from decision-makers to take their workforce optimization to the next level.
So, how can HR departments access their data and use it to drive strategic decisions at scale?
That’s a question we sought to answer when we brought together a panel of industry experts and HR leaders. Speaking from experience and with real-life examples, our panel unpacked exactly how much data HR teams are missing out on, how to access it and use it strategically, and the impact data-driven strategies have on getting HR to the decision-making table.
‘How to unlock the potential of your talent data’ is a thoughtfully curated webinar that brought together HR experts from Reejig, APM, and Accenture to discuss their experiences and insights on:
- What talent data is hidden in your organization
- How you can access your talent data
- How you can use your data to make strategic talent decisions
- The impact of unlocking your talent data on employees, business, and HR function
Top advice from our expert panel:
- Start communicating your talent data to decision-makers as a business case. With a reported 54% of CEOs seeing a lack of people and talent data as a barrier to achieving strategic goals, there’s a huge power to unlocking that information and aligning it to the goals of your organization. When you’re able to effectively see the attrition trends, attraction rates, or skills profiles of the people within your workforce you can communicate these patterns and profiles you’re seeing with decision-makers. This not only serves to help them understand their people but promotes a return on investment that powerful data systems help predict and solve crucial people issues that have a larger impact on your organization.
- Utilize data to predict areas of support needed within your organization. Data-led decision-making allows you to strategically identify growing issues easily — be that increased attrition or stagnation with a department — and effectively provide support to those teams quickly. Spotting trends early gives your team time to understand issues and make strategic decisions that can be the difference between valued employees staying or leaving.
- Increase employee engagement and personalization at scale. We ourselves want to be understood and seen by our organization and leaders — and the same goes for our people. Capitalize on the people information you glean from data that focuses on career pathways, skill sets, and readiness to change to drive your engagement strategies. Not only can you upskill, reskill and redeploy employees to maximize performance and impact — you can personalize the entire experience and communicate value and meaning back to your people.
- Use your data as a central nervous system for current and future talent decisions. Accessing one data system that aggregates all your talent data, internal and external to your organization, gives your entire team, and the decision-makers in your organization a single, reliable source of truth. Not only will this decrease the time individual’s spend searching for data they need, but it will give your team more time to focus on predicting and reducing future volatility and maximizing the potential of your people to reach Zero Wasted Potential.