The value of data: Data-driven
When a company uses a “data-driven” approach, it means that all its decisions are grounded in verifiable data.
Whether a data-driven approach is successful, is determined by the quality of data and effective analysis and interpretation.
With a data-driven approach, companies can examine and organize their data in a way that better serves their clients and consumers. By driving actions based on data, an organization can adapt and personalize its messages to create a process in which clients are at the heart of its strategies and actions.
Data analytics and management tools, are gaining in simplicity and intuitiveness. They enable us to extract data and gain visibility of its potential in real time, with no need for advanced technological knowledge.
As a result, data can be used independently and intensively even by heads of companies and organizations who do not have much experience in technology. Thus, representing a large step forward for their businesses. As such, decision-making is based on real information rather than on intuition.
The power of data goes without question but one thing is knowing this and another is having the drive to achieve the transformation required to closely link technology, talent, and strategy:
We need to be able to rely on tools that offer flexibility, cutting-edge features, and mobility. The goal is for technology to adapt to the company’s evolution and not the other way around.
Users need to know how the technology works and must be able to give us the information that data does not provide, while reducing the number of errors.
A large part of a company’s own culture stems from top management. Information management needs to be designed in line with business needs.
What does a data-driven approach mean when applied to HR?
First of all, when we think of people management in a company, adopting a data-driven approach, might not seem like the best method. After all, Human Resources involves managing people; therefore, it would be more common for us to focus on a more instinctive or emotional approach.
But it’s time to change the playing field. With the automation of processes and data analytics, human resources departments are starting to play the relevant role they were meant to foster talent which most other companies now see as an essential strategic resource.
Until recently, human resources departments were focused on organizing, following and gathering forms, processing new hiring documents, and generating reports.
Today, automation is becoming a determining factor in intelligent recruitment. New tools are emerging to help HR teams to identify and assess the best candidates.
The advantages of a data-driven approach can be summarized as follows:
- It creates a proactive strategic approach for management.
- It replaces opinions, beliefs, intuition, speculation, learning by trial and error, and the automatic rollover of past practices.
- Instead, it is based on data, facts, analyses, charts, metrics, algorithms, science, and prediction trends.
- It improves the precision, speed, and business impact of the main decisions in people management.
- And finally, it reveals “why” programs work.
Also, the new opportunities that predictive recruitment analytics offers can be applied to all basic HR processes such as hiring, scheduling interviews, talent acquisition, analyzing employee trust, and determining who to retain and who to promote.
You won’t fall behind in the race towards company competitiveness driven by data, will you? Understand the real meaning of your company’s information thanks to Catenon.
To sum up, we offer our clients an objective service. We are based on the highest quality data and the experience of our digital recruiters.
As a result, we identify and introduce you to the best candidates, far from perceptions, biases and personal opinions.
If you would like to find out more about how Catenon can help you define a talent attraction strategy driven by data, write us an email at email@example.com and we will get back to you as soon as possible!