HR Leaders Share What They’ve Learned About Big Data

As AI continues to change the way businesses make decisions and chart their growth, more and more executives (including HR executives) are realizing the benefits. Benefits of using smart tools and platforms to guide and manage your day-to-day business.

Here are 9 members of the Forbes Human Resources Council revealing what surprised them the most about the big data trend as they embraced it and started seeing positive results.

1. It Impacts Decision Making

When big data aids your recruiting, says Kelsey Habich, Mission Critical Solutions, it uncovers bias issues at all levels that affect your organization, especially when related to hiring and promotion decisions. This gives Human Resources the ability to manage complex challenges with top management support.

2. It’s Less Important Than Quality Of Hire

In recruiting, most talent acquisition teams measure money saved and fill time as a way to measure success. In this vibrant recruitment market, metrics are not as important as the quality of the hire (i.e. the quick and accurate hiring has an impact on the success of the Business in the shortest time) – Roshan Jayawardena, Elliott Scott HR

3. It Streamlines Old Processes 

In a sharing, Alan Price, BrightHR said: In an age where data is easily at your fingertips and information is constantly and instantaneously updated, employers cannot be left out, back when their customers have quickly adapted to new trends. Using Ai in the workplace is paramount, as HR technology continues to innovate and streamline legacy processes, dramatically reducing the time it takes to complete assigned tasks.

Big data helps a lot for the HR industry

4. It’s Inspiring Companies To Engage 

According to Workhuman’s Jennifer Reimert once shared: While she’s pleased to see so many organizations are leveraging data to aid their recruitment efforts, she’s surprised how many still aren’t that data before. Data has been a core part of her work for a while, but she’s excited to see how it’s widely adopted and helps enhance the ability to leverage big data in the field.

5. It Promotes Empathy And Reveals Facts

One misconception about leveraging big data to inform people about decisions is that it lacks humanity and is devoid of emotion. However, relying on data can enable you to make more informed, deliberate and humane decisions by revealing facts and trends that may not have been apparent before. This can also ensure that decisions are made in a more unbiased way that supports diversity and omnipotence – Nicole Fernandes, Blu Ivy Group

6. It Can Capture New Elements Of Human Behavior

Megan Leasher from Talent Plus excitedly shared: she is so excited and amazed at the new elements of human behavior that they are inspired to embrace big data which is the current trend. They take the unresolved intangibles and turn them into measurable components to create lifecycle-based analytics. She prefers a world of measuring new nuances rather than quality of recruitment, regrettable or non-regrettable turnover, the impact of loss and the like.

7. It’s Valuable For Managing (Not Hiring) Salaried Employees

“Character assessment can be of value to salaried people.” Indeed, Alex Pantich, Upshift didn’t think they were a real HR tool, but they recruited an executive within the year who convinced them and proved Alex wrong. They have found them to be most valuable for managing employees rather than recruiting. This has really helped their team understand each other better and interact in more effective ways.

Forbes Human Resources Council members share their insights. Source: Forbes

8. It’s Closing The Gender Wage Gap

Danny Speros, Zenefits was amazed at the use of big data as it helped them become more transparent in their compensation packages. Because they have the data to track what people earn across industries and locations, they can offer fair compensation that helps close the gender gap.

9. It Still Faces Challenges

Big data continues to be a major challenge for Human Resources, especially given the ethical complexity of making decisions based on predictions from big data that grows exponentially larger at birth. design of the employee concerned.

For example, it is more beneficial to use this data to devise advertising campaigns for recruitment purposes than to use big data to make hiring, promotion or compensation decisions – Jennifer Rozon, McLean & Company

In conclusion

Big Data brings many benefits to the Human Resources department as well as the development and sustainability of the Enterprise, but there are still potential dangers that we need to anticipate when using. Therefore, if you are and plan to use Big data, learn carefully and consult experts.

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