Expanding human expertise and judgment with cognitive systems that understand, reason, and learn
Understanding how to predict drivers of common challenges like quality of hire
Aligning data-driven talent acquisition with the needs of the business
What would happen if we could combine our workforce data with all of our organizational data to be better prepared to mitigate risks and identify new areas of opportunity? Big data is projected to increase 800 percent within the next five years – and, according to Gartner, 80 percent of that data will be unstructured (emails, social media posts, feed videos and resumes). The increasing amount of big data is both a challenge and an opportunity for HR. In the talent acquisition sphere, big data can help recruiters identify passive candidates, communicate with candidates via multiple channels, and even anticipate when high performers are thinking about leaving.
Successful talent acquisition strategists are leveraging big data and analytics to gather relevant insights, and maximize the potential of workforce metrics. They are becoming effective at processing the exponential growth of information, compiling data from multiple sources and drawing insights from that data that have direct business impact.
Today’s HR leaders are working in a highly disruptive era. New technologies quickly outpace old ways of doing business. Employers are seeking individuals with skills and competencies that didn’t exist in the job market five years ago. HR is poised to embrace these changes and empower their larger organizations to successfully navigate this new world of business. In order to do so, a recent survey of 601 CHROs revealed that the most perceptive CHROs are capitalizing on emerging technologies to improve the employee experience, building a flexible skills base and drawing on analytics to predict future workforce trends.