3 tips on how to analyse talent
HR managers often confuse assessment with analytics. Assessment gives data only at a micro level. But analytics is required to get the big picture. Here is the ideal way to analyse:
Understand behavioural profile of your top performers
After the behavioural assessment the HR manager can run a benchmarking analytics report to understand what success in your company means to the employee. He can set recruitment and performance standards based on the benchmark.
Know granular training requirements of each job role in the company
Analytics allows you to get granular training requirements of each role. Once you run the assessments, analytics will allow you to check if there are certain traits where most people haven’t scored in the desired range. The Training team can focus on these traits then.
Predict attrition trends
The behavioural pattern of people who have quit the company tells you a lot about what type of people are prone to quitting. This kind of attrition analysis report then can be used to fine-tune the recruitment or can be used by the l&D team to conduct relevant trainings. Quite evidently, analytics is the key to leverage the power of behavioural data. Hence, it is important that HR managers go through the whole process
The writer is Mohit Gundecha, co-founder and CEO of Jombay, a talent measurement and analytics platform.