People Decisions with Data—3 Challenges to Overcome

The power of talent data

Reliable data is essential for HR teams to make effective talent decisions that align to the objectives of an organization. With the right assessment science, decisions are grounded in solid information rather than relying solely on instinct or intuition. Supported by the right technology, tools, and training, this can help drive efficiency, improve candidate experience, and quality of hire. However, many organizations still struggle with the quantity, quality, and technology that are needed to maximize use of their talent data. Here are 3 common challenges businesses face and how to overcome them.

3 talent data challenges to overcome

1) Data chaos: Too much data, too little clarity

This year, the amount of data that will be created, captured, and consumed is expected to be in the region of 181 zettabytes1 (one zettabyte is a trillion gigabytes!) Much of this data resides within organizations and is increasingly about their greatest asset-the people.

By understanding the different types of talent data, which data is collected (and how) across the business, and what measurements matter when it comes to making accurate talent decisions—organizations can then begin to understand their talent maturity and focus on how to get actionable outcomes that effective talent data can bring.

2) Inefficient processes: Scattered tech, siloed data

Hiring managers often have tools or technology thrust upon them with little training or understanding of how they should be used to make talent decisions. The talent data itself may reside across different systems and only be used in a one-to-one manner, where a single data point informs just one decision.

Data should be harnessed with tools that can easily guide multiple decisions across the talent management lifecycle, thereby increasing its utility and overall value. The right technology can make this process simpler, faster and more effective, enabling real-time views of your talent across multiple lenses to provide deeper insights into the business need, whether it be hiring, development, succession planning, or something else.

Providing detailed reporting to decision-makers within the business, together with the training to understand the analytics, will help provide consistency and accuracy in talent decisions across every level of the business. Additionally, technology can truly democratize data, offering a comprehensive view of talent for use across the business to support data-driven strategic decision-making.

3) Poor experience: No transparency, lack of trust

Talent data is not just about accuracy, measures, and technology, but also about engaging and building trust with those whose data is being collected.

Creating a positive, engaging experience during any assessment and data collection process is crucial. This will help ensure that new talent is aligned with roles and goals, and candidates are aware of why data is being sought, and how it will be used. With this transparent process, assessment methods should be inclusive to all, regardless of gender, neurotype, or ability, and fairness can be made visible to build trust in how decisions are made.

In order to retain the best talent in your existing workforce, share how this data can provide developmental insights, highlight their strengths and skills gaps, and help unlock career growth opportunities.

Discover more about the power of talent data and why not all data is created equal.