Organisations can enhance their talent management practices and transform their success by combining and utilising employee data from assessments, performance reviews, engagement surveys, exit polls and other measures, according to a new white paper from international assessment specialist cut-e.
Called Achieving productivity and engagement through data-driven talent decisions, the white paper examines how HR, talent and recruitment teams can utilise the employee data that is collected at each stage of the talent management lifecycle, including selection, onboarding, ongoing development, succession planning and performance management.
“Many employers collect relevant data at different stages of the talent management lifecycle but few ‘join it all up’ to gain a data-driven talent advantage,” said Dr Achim Preuss, Chief Technology Officer at cut-e. “As a result, their talent interventions are too often tactical rather than strategic. This white paper explains how to convert your ‘big data’ into ‘smart talent data’. Doing this will help you to recruit the right people, manage and develop your talent more effectively, enhance employee engagement and boost retention, because you’ll be making talent decisions based on proven evidence, not hunches or guesswork.”
The white paper outlines what data is available at each stage of the talent management lifecycle - and it offers advice on how this data can be used to improve talent decision making. For example, identifying the skills and attributes that differentiate ‘top performers’ from ‘average performers’ in each role can help you to create a ‘success profile’ of an ideal employee. In your selection process, you can then check the suitability of each candidate by matching them against this profile.
“By utilising your employee data, you can not only transform your talent management practices, you can also build and fine-tune predictive talent analytics algorithms,” said Dr Preuss. “These will help you to adjust your talent strategy to suit the changing dynamics and opportunities in your market. Integration is key to this. If you can connect your different systems - such as your Applicant Tracking System, your HR system and your performance management system - so that data can move seamlessly between them, it becomes much easier to mine, compare and use employee data in ways that weren’t possible before.”
The white paper includes case examples illustrating how leading employers - such as Dell, easyJet and Norwegian consumer electronics retailer Elkjøp - are benefiting from data-driven talent decision making.
“Regardless of what your organisation actually does, smart talent data can transform the success of your business, by giving you a better understanding of your employees,” said Dr Preuss. “The ability to make fair and objective data-driven talent decisions will help you to differentiate your employer brand and recruit individuals who will stay longer, be more engaged and who’ll perform better. That’s transformational because it leads to higher customer satisfaction and stronger business performance.”
cut-e’s new white paper Achieving productivity and engagement through data-driven talent decisions can be freely downloaded from www.cut-e.com/white-paper-data-driven-talent-decisions
Background notes: Founded in 2002, cut-e (pronounced ‘cute’) is part of Aon Assessment Solutions, a group within Aon plc (NYSE: AON), a leading global professional services firm providing a broad range of risk, retirement and health solutions. cut-e provides online tests, questionnaires and gamified assessments for attraction, selection, talent management and development. Aon Assessment Solutions undertakes 30 million assessments each year in 90 countries and 40 languages. For further information, please call Amanda Dawson (PR contact) on +44(0)20-8953 8863 or e-mail her at amanda(at)daws.com
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