Sponsored by ZeroedIn Technologies
Not long ago, trying to glean insights from HR data was a frustrating process at best. Relevant information was usually locked away in siloed systems. Even when data was accessible, it was often incomplete, inconsistent, or outdated. Not exactly a recipe for success.
These days, we face a different kind of problem. Employers are drowning in data. Last year, 91% of business leaders told Oracle the sheer volume of data limits their organization’s success.
So now, we’re looking to find the right data and apply it as quickly as possible. In other words, we need smarter ways to separate the signal from the noise, so we can make better-informed decisions at the speed of business.
With this in mind, how would you answer these questions?
- Does your organization use people analytics intelligently?
- What insights do you lack that could help move your agenda forward?
MEET OUR GUEST
If you care about the role of data in HR and talent strategies, you’ll want to listen closely to this #WorkTrends episode featuring Keith Goode, VP of Client Services at ZeroedIn Technologies. For more than a decade, Keith has led implementation and support efforts for the ZeroedIn platform, which helps employers transform HR, talent, and business data into actionable intelligence.
With over 20 years of experience in delivering solutions for some of the most recognized leaders in human capital management and business intelligence, Keith has a wealth of expertise in solving critical business challenges with data mining, collective listening, machine learning, predictive modeling, and other advanced analytics practices.
I think you’ll agree, Keith is an excellent resource for employers who want to get more value from people data. Here are a few highlights from our conversation…
- Without a purpose, tech has little or no value. Start with a meaningful business problem and tap into people who know how to peel back the data onion and inform your decisions.
- Choose tools designed for your data challenge. Innovative technology is exciting, but it may not be built for your purpose. Avoid missteps by being mindful about the basic information you need to gain from your data. Then focus on tools that can deliver actionable insights over time.
- It’s not just about using HR data. Consider the broader context. Choose tools that fit into your organization’s workflows and IT ecosystem. They should also have the flexibility to adapt to your business functions and systems as they evolve.
How do you help organizations overcome bottlenecks in using HR data?
[3:24] 1. Leverage existing APIs and data sources. We try not to make our clients conform to our requirements. In most cases, they already have data being floated around their organization. So we just leverage that.
2. Flexibility. Our analytics model flexes to accommodate clients’ processes and integrations, so we can pull-in data from internal and external sources. For example, we might need sales or operations data, or benchmark data from the Bureau of Labor Statistics. For some clients, we’ve even brought in weather data so they can correlate it with jobs where people work outside.
3. Services. We offer a concierge team of people with over 10 years of technical experience. They help our clients use AI machine learning to create customized predictions.
What type of HR data matters in 2024?
[6:58] It’s still about core basics. Headcount. Turnover. But it’s really about consistency. Reports shouldn’t be based on different logic. The numbers need to match up. So having a single point of truth is paramount.
Next is aggregated data in various forms:
- Historical data is just sitting around. So collecting it and merging it with current data is important.
- Blended data. You’ll want to pull data from multiple systems, whether it’s your HRIS, your candidate tracking system, or business systems like a call center platform. Blending and correlating that data is very useful.
- Business data. For example, sales data is important for evaluating performance and understanding how your metrics are actually moving the needle.
How is AI reshaping the use of HR technology?
[8:18] Well, AI has great potential, but I don’t see it changing much yet. HR is still heavily focused on people transactions via manual input. But organizations are always switching HR systems, chasing that shiny object. And there’s a ton of hype around AI and machine learning. So we will see.
But I would like to see AI reduce all the manual transactions that keep HR busy doing so much busywork. I would like to see AI peek around the corner and inform HR and business managers about what’s coming. AI should not only be for HR, but for the business.
What’s the biggest analytics hurdle for employers to overcome?
[10:06] I think the secret is to start with a strong foundation. You want to be able to say yes to all of your organization’s unique requirements and deliver insights in an effective, sustainable way. That means the process needs to be reproducible, so you don’t have to recreate the wheel every time.
To find out more about how organizations can effectively apply people analytics to address key organizational issues, visit the ZeroedIn Technologies website for case studies, articles, ebooks, and other helpful people analytics resources.
LISTEN TO THIS FULL EPISODE AND MORE…
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