Talent analytics is a way of using data to help organizations make better decisions about their workforce. It's about looking at the big picture and understanding what your employees need to do now and, in the future, and then making sure that your organization is up to the task. This isn't just about evaluating workers; it's also about identifying who might be ready for promotion or training programs so that you can give them the opportunities they need to grow within your company.
Identify the right candidates - the first step in growing talent within an organization
The first step in growing talent within your organization is to identify and target potential hires who will be a good fit for the position and company culture. If you’re looking for salespeople, for example, focus on finding candidates with strong communication skills, as well as those who exhibit ambition and confidence in their work. Once you’ve identified the characteristics that you want in each of your employees, one of the best ways to ensure that they all have the same level of consistency is by using personality assessments. Companies can use personality assessments in recruitment and talent management to improve employee engagement, team performance, and organizational retention.
Use (and re-use) people data using Personality Assessments and Talent Analytics
Personality assessments produce data that can help you make better decisions about hiring, integrating new employees into teams, training programs or leadership development programs. This may also help you select candidates with the right skills for projects that are critical for your company's success.
Personality assessment tools deliver results which will give insight into an individual's strengths and weaknesses so that managers can assess whether the person is a good fit for their job role. It is recommended that managers use this information to inform their decision-making processes when making any changes within their team structure or when adding new staff members.
The people data collected from personality assessments tells us more about how we react to different situations than perhaps any other method of measuring someone’s abilities because it gives insight into what motivates them at work as well as how they deal with conflict amongst colleagues.
Personality assessments are often used in a range of different industries, including:
- HR departments and recruitment firms to help select staff who will fit well within teams
- HR executives who need to assess candidates for promotion or training opportunities
- HR executives that want to know more about the individual's personality so they can better understand how to place them in roles that will help them succeed.
- Program Managers that need to staff individuals with the right skills for projects that are critical for their company's success
- Employers who want to improve the overall performance of their teams, by ensuring that there is a good mix of personalities within them
Keep the flywheel going: Employee engagement and retention
Talent analytics delivers the talent intel you need to staff and optimize your organization. But that's only half the battle - once you have the right people doing the right things - you have to keep them engaged, motivated and aligned with your organization's goals. When employees are engaged in their work and feel like they're making a difference, they stay longer - reducing turnover and increasing productivity.
Employee engagement surveys are one way that companies measure how engaged their employees are, which helps them determine both what needs improvement in terms of their work environment and how much money they should invest in improving it. The fact is that companies need to keep their employees engaged to ensure they’re getting the most out of them. Employee retention has a direct impact on business productivity, customer satisfaction and profitability. A well-designed employee engagement survey can help you find out what’s working and what isn’t in your organization so that you can make changes where needed.
Offering employee development plans are another strategy for keeping employees interested enough in their current position so as not to leave for another job; these plans outline goals and objectives that every employee should strive toward achieving within a certain amount of time, as well as outlining what kind of support they'll receive during this period—for example, mentorship opportunities or financial aid if needed.
Finally, retention strategies like employee referral programs may keep promising potential hires from leaving after all: if someone's already happy working there with one friend or colleague at your company (and thus won't need any convincing), then maybe those two people can convince another person who would otherwise have left too!
The point is that there are many ways to keep your employees engaged, and each company should consider what's best for them as a whole — not just the individual employee. That said, if you're looking for ways to keep staff happy and motivated, consider adding these three strategies into your arsenal.
Using talent analytics, HR executives make better decisions that will help the company succeed
Talent analytics is an area of growing interest among HR professionals, but it’s not just the purview of HR anymore. If you want to be successful at talent management, you need to know how to use talent analytics effectively—and that means starting with the right tools. With the right tools, you’ll be able to identify your workforce’s strengths and weaknesses, know where to deploy training programs and leadership development initiatives, and more — talent analytics can help you get there.
