When talent professionals were asked what people analytics practices their companies currently use or plan to use within 2025, 67% indicated evaluating recruiting channels and 62% indicated assessing talent supply/demand (LinkedIn, 2020).
Talent Analytics is a powerful predictive tool in making hiring and promotion decisions. Embedding talent data and analytics into decision-making processes drives talent outcomes by up to 23% (Gartner, 2019). For campus recruiters, enhancing talent data quality and implementing relevant analytics tools would be rewarding in improving recruitment and candidate experience.
Data quality determines the efficiency of insights generation, subsequently impacting business outcomes. Four traits – accuracy, breadth, consistency, and depth are suggested to be evaluated when examining data quality (Gartner, 2019).
- Accuracy: data is factually correct and trustworthy.
- Breadth: data is comprehensive and representative.
- Consistency: data contains no gaps in time and is collected conforms to its defined format.
- Depth: data is sufficiently granular at each data point.
Talent analytics tools
Choosing the most relevant talent analytics tools would make it easier for you to capture and capitalize on insights. Generalist analytics tools seeing a growing impact and increased adoption are prepackaged analytics platform, data visualization software, real-time engagement tracking, candidate sourcing and engagement, and career mapping and management.
Sharp tools make good work. Streamlining data on talent engagement covering 600 top schools in 90 countries, Highered Talent Engagement Analytics is one of the most advanced tools in the market that provides you easy access to real-time insights on your campus recruitment campaign and support your data-driven talent acquisition decisions.
Diversity stimulates collaboration and innovation
The importance of workplace diversity can never be over-stressed, gender, race, ethnicity, culture…Research has proved the link between more diverse workforce and stronger financial viability (McKinsey, 2019). We have had enough investigation on diversity from a panoramic view, now let’s take a vertical perspective – from hiring talent to bolster workforce diversity to managing a multi-generational workforce to unlock the potential of sustainable business success.
The recent hiring trends see the comeback of internal recruiting – for the cost-effectiveness, the culture-fit, and the improved employee loyalty (in some organizations). The trends also underpin the importance of campus recruitment, considering the return on investment in the long run through sourcing talent that are willing to grow together with the organization and can thrive in the corporate environment.
38% of companies changing the universities that they visit and 27% running outreach events to increase diversity (Luminate, 2019). While the incorporation of technologies for talent recruitment is dismantling traditional selection processes, smarter solutions for building a diverse talent pipeline have mushroomed in the past years. The Highered Global job platform used at top-schools across 91 countries, has emerged as a preferred choice for major international companies and top schools for its unique global talent network and AI-driven job board that enables talent targeting and massive employer branding.
The main workforce has shifted from Generation X to Millennials, with Generation Z stepping in and Baby Boomers fading from the scene. A well-blended workforce, enabling knowledge exchange and mutual support, sparks creativity and innovation, and simultaneously, fosters collaboration and inclusion. Strong organizational purposes unite people together, appreciation of expertise and skills promotes knowledge sharing, and performance rewards secure the basics (LinkedIn, 2020).
Graduate employers’ attitudes towards diversity revealed
LinkedIn 2020 Global Talent Trends Report
Talent Analytics: How HR can leverage analytics to inform talent and business decisions
Talent Analytics Innovations Bullseye
Techniques to Improve Talent Data Quality in HR