Organisations are not achieving the full potential of Big Data and social media as part of their HR strategies and need to re-examine their policies surrounding such tools.
- Review the types of data you currently hold on your employees and candidates. Identify meaningful business outcomes relevant across the employee lifecycle – from recruitment to hiring and development. Linking these outcomes and the data sources will help HR measure and improve the effectiveness of talent management initiatives.
- Be selective about the people data your organisation owns and retains. Prioritise objective data about candidates’ and employees’ competencies and measurable organisational metrics. Examine the usefulness of the data to enable decisions at a functional and organisational, as well as at an individual level.
- Ensure your organisation has a formal policy on the use of social media in recruitment decisions, specifying which information is of value and fair to candidates, and how it is to be used.
- Consider whether mobile assessments could add value to your talent acquisition processes, evaluating the potential advantage and whether they are appropriate to your candidates or your business. Consult authoritative research to ensure the assessments are fair, secure, and as reliable as those administered via PC or laptop.