We attended the event Big Data to Action (#BDTA19) organized by @MSMK_ and here are our conclusions.
This study conducted by @Deloitte reveals a significant figure: “83% of the 924 companies surveyed around the world do not have enough experience in people analytics.” In other words, most companies are not equipped to identify the challenges in their recruitment processes or find proper solutions because they are unable to gather or analyze their data.
In an increasingly more competitive world where we receive enormous amounts of information, finding the right candidate is a challenge. As such, gaining the upper hand means being able to quickly, effectively and intelligently identify relevant information.
In the words of @JesúsCristóbal, Director of QLIK Expert at Sand: “platforms and dashboards allow us to intelligently combine data coming in from different sources”, and this enables more effective data observation and analysis.
Identifying relevant data for decision-making in the realm of talent acquisition requires “creating metrics and asking ourselves what we need to find out and what will enable us to find what we need,” explains Macarena Estévez, partner of Deloitte, when speaking on the importance of #PeopleAnalytics, for making objective decisions and measuring impacts.
However, you can ask yourself the right questions and find an answer from a huge amount of data. But, the key is to be able to translate these into recruitment strategies, as revealed by this LinkedIn study.
Analysis and interpretation of data that is absolutely crucial.
“Making a good prediction does not mean making a good decision”, asserts @ManueldelBarrio, CEO and co-founder of Decide. There has to be something more and it is “the individual who needs to accept responsibility for the decision.”
In addition, there are many variables to keep in mind, both technical and soft variables. Let’s not forget that “people come before data”.
From everything that was discussed at #BDTA19, we walked away with this:
“It is becoming increasingly more frequent to seek cross-disciplinary profiles for multi-disciplinary teams, profiles that have a good combination of hard and soft skills. The focus is being placed on professional standards that go beyond training, such as how candidates stand out for what they have done and what they have achieved.”
Do you agree?