“Data is not the goal, but it informs the progression of your goals,” says Michael Ganiere. Ganiere, who manages a team of 30 recruiters and sourcers at Johnson Controls, will be the first to admit that big data is confusing; however, that’s no excuse to ignore it.
Big data, after all, can help recruiters prioritize their talent pipeline efforts, drive down time-to-fill, increase the quality of hires, decrease turnover and objectively evaluate candidates.
That is…if you know how to use it. At the recent ERE West conference, in a session titled, “Using Big Data to Drive Measurable Recruiting Results,” Ganiere outlined three principles companies must adhere to when using big data toward their recruiting efforts:
- Use data to support your interest versus to support your positions. If we identify our interest versus our position, we could really make something happen. When dealing with data, think about your end goal.
- Measure everything. Hold your team accountable for a few things so as not to overload them with information and let them focus on the things that matter most.
- Use data ethically. You can always find a number to justify whatever your position is. Have a goal in mind and set your metrics toward your talent acquisition goals. Your talent acquisition goals, he says, should align with your business needs.
Want to know more about using big data for recruitment and workforce planning? Check out Four Things HR Must Know About Big Data or download Hiring Big Data Talent, an in-depth look at companies’ efforts to hire talent to help them with their big data efforts.
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