MAY - JUNE 2018HR TECH OUTLOOK9Using multiple elements to evaluate human data (your resume, but also your interests, your interactions, your development actions, your talent or performance information) amplifies the complexity in data synthesis. Having a single data-set not only enables analytics, but enhances an employee experience through consumer-like online transactions, by considering one's interests, certifications, experience, competencies; and correlating the data for purposes of personalized and organizational development--the hope and promise of the intersection of future technology and data mining.The challenge is the sheer volume of data, the quality of the data, and finding people with the skills to synthesize the data to tell the story. Storytelling expertise, analytical skills, and the ability to comprehend organizational effectiveness--the nexus of these three competencies is not easy to find, but is required to build an effective human capital analytics function. Hiring the right person, with the required skill set for a specific role, can be a difficult task. We share professional data on social platforms, like LinkedIn, which can be used to improve the process of talent recruiting. I suspect this is where the implementation of machine learning and artificial intelligence (AI) can be valuable; for example, a recruiter posts a requisition for a new role and leverages AI or machine learning to source the professional data for a candidate generated on social media. They may find it easier and faster to identify the right possible candidates. At Western Union, we are still on this journey towards better--for the organization, as well as for the candidates and employees.A resume is organized to focus on an individual's credentials and certifications, whereas most organizations seek a more accurate holistic picture of the whole person including their individual attributes, their ability to function within certain contexts, as well as their capabilities and experiences.Disruptive technologies such as AI can provide algorithmic insights into a person's life and actual interests and fit. It can also help HR professionals and hiring managers connect to a digital version of a candidate while keeping the human aspect of their persona intact.Finding the right solutionAs a decision maker, I seek a data solution that can easily integrate and has a user-friendly interface that is intuitive and straightforward. To me, "it's not about quantity, it's about quality." We are constantly overwhelmed with choices; what we need is a solution to meet our needs instead of multiple, viable solutions and options. Often, the question that perplexes us is "does process drive technology or does technology drive process?"A leader must be pragmatic and maintain a fair balance between process and technology so that an organization can invest in developing them simultaneously rather than focusing on technology at the expense of process or vice-versa.The use of quality data for HR analytics can lead to more data-driven and informed decision making when it comes to talent acquisition and leadership development. A focus on each of these areas can result in a workforce where your people are truly one of your greatest assets and ultimately a more strategic way to acquire and develop talent--resulting in a high performing organization that delivers valuable outcomes for the business. When trying to analyse people-based data there are a few big challenges: the sheer volume of data, the quality of the data (usually in multiple systems), and most importantly, finding people with the skills to synthesize the data and tell the story
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