Full Stack HR Analytics

Hired to deliver on human resources, reduce time to hire, get the best PO (Person-Organization) and PJ (Person-Job) fits for their company, performance evaluations, grievances, and basically manage everything from their on-boarding to their leaving – HR is a part of an employee’s whole journey in a company. Advanced analytics is paving way for HR personnel to hire smarter, work smarter with managing staff, and seek smart opportunities for themselves to speed up all procedures. Here are 4 case studies that reveal successful application of big data analytics in HR: Telecom Company Cuts Hiring Time by Half and Hires 100 High-Impact Experts Within Three Years – a leading European telecom company sought to contend with international media and IT players by adopting the internet telephony revolution and developing businesses in both digital television and mobile networks. McKinsey worked with the HR director to develop a three-year program to turn the telecom corporation into a peo...

When it comes to leveraging the power of big data to simplify different processes, it is often seen that Human Resources (HR) department of an organization is the one to lag behind the most. The Recruitment wing of the HR specifically tends to be the culprit as when it comes to hiring, it is often seen that recruiters often rely on their gut instincts and personal judgment of the candidate rather than any past pattern or pragmatic evidence. There is no denying that intuition is integral to the overall hiring process, but relying solely on it makes a lot of room for personal bias and subjectivity to creep in.   Hiring clouded by human emotions and sentiments can often costs organizations dearly as the right candidate for the right job is imperative for an organization to gain competitive advantage in the marketplace. However, as the importance of hiring the right talent comes into focus, HR department is increasingly making use of Analytics, and more specifically Predictive Analy...