Talent Acquisition 432
HR professionals have access to more data than ever, but what good is all that data if you don’t know how to properly use it? Matthew Stollak — associate professor of business administration at St. Norbert College — hosted a webinar this week to help HR professionals understand why the ability to read and analyze data is becoming an essential skill in their industry, and one that few actually possess.
Can we be honest with each other for a minute? There are only something like 500 talent acquisition leaders in the entire world who actually get what “big data” is — and you’re not one of them.
It’s okay. I’m not one of them, either.
The reality is 99 percent of talent advisors will never deal with big data because, by definition, it’s is a broad term for data sets so large or complex that they are difficult to process using traditional data processing applications.
I may sound a bit old-fashioned in saying this, but I’ve seen HR evolve dramatically over my career. It is great because if our field doesn’t evolve, then we will cease to be relevant and useful to our companies. An area where we continue to experiment in being effective is around data.
Most of the HR data you hear about is functional and irrelevant.
Recruitment data and technology play an increasingly important role in matching the right candidate with the right position. For today’s talent advisor, the ability to analyze and interpret that data is a crucial skill that many are lacking.
Join Matthew Stollak, Ph.D., SPHR–-associate professor of business administration at St. Norbert College–-for CareerBuilder’s Talent Advisor webinar where he’ll discuss practical, concrete solutions to overcoming some of the most common barriers HR professionals face when integrating data into entrenched HR processes.
Temporary employment is expected to increase by 3 percent (75,384 jobs) from 2014 to 2015 and 13 percent (354,877 jobs) over the next five years from 2014 to 2019, according to a new CareerBuilder study based on data from Economic Modeling Specialists Intl (EMSI), CareerBuilder’s labor market analysis arm.
As an educator, I face a number of challenges when prepping the next generation of talent advisors. The latest and greatest in HR is usually not at the forefront of HR education. If the HR leaders of tomorrow need to be prepared to discuss “big data” or “predictive analytics,” a number of challenges need to be overcome.
First, educational materials are rarely up to date.
Imagine if you stopped worrying about "big data" and "predictive analytics" and started to think about how to make the most of what you've got in your archives. The possibilities are limitless. And the crushing onslaught of HR data can be managed with a little time, attention and patience.
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