If your HR system already knows what talent profiles are required for a job, and that job is attached to a recruitment campaign, you can use technology to identify the best applicants for the job. This quickens the recruitment life-cycle and keeps the manager in the flow.
The rot of talent data
During the recruitment process, organisations are often keen to view people’s certificates to prove they have the qualifications they claim to have, and they will probably take copies of the certificates. The problem is, after the recruitment phase of an employment lifecycle, little effort made to keep these records up to date.
That is where the challenge begins…
Some organisations see talent data as a ‘nice to have’ rather than essential information. Coupled with the requirement to update people records, this is quickly forgotten about. This is when organisations miss the ability to use their employee’s data for career development.
“If you’re not maximising the use of your talent data, you can’t be maximising the use of the talent within your business.”
But it goes further than that.
2.1 billion reasons why employees should own their HR data Published on 21 Nov, 2017
Are you ready to replace annual appraisals with online check-ins? Published on 7 Nov, 2017
Applying great principles naturally, the people first way: Published on Oct 12, 2017
Book Review – Victory Through Organization. Ulrich et al (2017) ISBN 978-1-259-83764-7: Published on Sep 21, 2017