This post was originally published on this site
For HR leaders feeling pressure to become more data-driven, the path forward can seem unclear. While the directive is common, the practical steps to get there often remain frustratingly vague. Carina Cortez, chief people officer at tech firm Cornerstone, says HR leaders who want to use talent analytics to drive high performance should first build a robust data foundation, then focus on achieving strategic outcomes.
There are strong business incentives to invest in data-building initiatives. McKinsey & Company reports that organizations leveraging people analytics see, on average, an 80% boost in recruiting efficiency, a 25% increase in productivity and a 50% drop in attrition rates.
Data decisions built on ‘shaky ground’
However, Cortez says, HR departments often struggle with talent analytics because they’re building on shaky ground. “Too many organizations rely on static, disjointed data to make talent decisions,” Cortez explains. “But these systems were not designed to keep up with the pace of change that the workforce is currently facing.”
Carina Cortez, Cornerstone
The reality is that becoming data-driven requires more than good intentions and sophisticated tools. “I think oftentimes people leaders are told to be more data-driven but aren’t told how they can begin to do that,” Cortez
