How HR analytics helps you work smarter

Data takes the guesswork out of HR

The future of your organisation depends on your ability to hire the best people for the right position in the shortest amount of time. Pressure much?

HR analytics enables the discovery and interpretation of meaningful patterns for sourcing, selecting, and hiring. Which sourcing channels provide the best applicants, how long does it take to hire employees, what do top candidates have in common and where in my recruitment process do candidates tend to drop out? Being able to answer these questions in real time is essential to improving decision-making and reducing inefficiencies (and costs) in recruitment, because it allows you to finetune every single metric you track.

Keeping your best talent on board should be a top priority for numerous reasons, ranging from maintaining high morale to safeguarding in-house expertise.
How HR analytics can help
Improving turnover rates requires HR to collect data throughout the whole employee lifecycle and to consistently hold exit interviews. When are employees hired, which roles do they perform in which teams, how does their performance evolve and why do they leave? Knowing this can help to detect flight-risk employees. For example, an above-average drop-out rate in one team could indicate an excessive workload or poor management, while short lifecycles might mean it’s time to think about adjusting employees’ salaries, work environment or career opportunities.

You can always expect some absenteeism – after all, people do get sick. But what about preventable absenteeism? Tackling that issue could be a major productivity booster.

When delivery service DPD Belux asked SD Worx to start measuring engagement, we took it a step further. We combined the new engagement data with other employee data in our database to set up a predictive model for short absences among white-collar and blue-collar workers. After all, short absences are typically related to low engagement. One of the outcomes: payment scored low in the engagement survey, but wasn’t a driver of absenteeism. Knowing this allows an organisation to invest in actions that do have impact.