Data Analysis in Hiring

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Data Analysis in Hiring

When hiring the best team possible for your business, it is important to look at the similarities amongst your employees. Those demographics and data points are incredibly useful nuggets when hiring a new employee. Nationally, the use of data in hiring decisions is growing. Over 6,000 medium to large businesses will be utilizing data analytics in hiring decisions by 2018. The tools used to measure and visualize this data is one of the three largest growth areas for human resources departments, in terms of spending, in the past year.

While the new hires may have unique technical skill sets to round out the team, the underlying data sets of soft skills and motivations will show overlap. It is this overlapping data that will need to be emulated in the new employees joining the team. When tracking and analyzing the data, companies not only will understand their employees’ motivations and determine how to better engage them, but better determine what types of employees are the best fit at the company moving forward. 

  • Demographic Data: This is the standard human resources information you would find in the application process, including age, gender, race, tenure, education, work experience and salary history. This data will prove helpful when looking for different levels of skill sets for hires. If your team is hiring an intermediate-level developer, they will likely have similar skill set experience, in terms of years, as other intermediate developers on your team. The education data could deem beneficial if your company has a trend of looking for hires who attended specific schools. This would like be a great location to start your search.
  • Locational Data: How do your in-office employees perform as compared to those working remotely? In this case, each employee could deliver different results. Very often, employees who are working in-house feel more engaged in company activities and feel more like a part of the team. Those who do not work consistently in the office may not feel as connected to team culture or that their contribution is demonstrating a difference. For internal employees, this information can directly affect collaboration. How spread out is your team? Do they need to walk a larger distance in order to easily collaborate? Through tracking locational data, your team will be able to locate themselves, in relation to each other, in order to set themselves up to be the most collaborative possible.
  • Performance Data: How are current employees performing at your job? How much realization are your top performing developers delivering or what are the sales results for your sales team? In order to push your organization forward, it is necessary to add team members who can mimic the performance levels, rather than serving as a bottleneck. 
  • Productivity Data: Productivity is a different category all together from performance. While the results of their efforts may not be astounding, their work to reach the results could be! For example, in sales, while the team member may not close as many deals as the rest of their team, they could often be delivering the most phone calls, emails and other outreach. In time, this outreach will result in closes and other performance results.
  • Sentiment Data: Sentiment data is tracking how employees are feeling about their work environment and experience. The more engaged, involved employees in your company have higher sentiment scores and consistently perform better. While tracking your team’s feelings and addressing their concerns may not seem important in the short-term, it will affect their overall performance level and retention in the long term, as happier employees will not be caught wandering for new opportunities as often.
  • Relational Data: In today’s collaborative business world, it is not enough to have the hard skills to get the job done. Soft, relational skills are very necessary when building a dynamic, effective team. Relationship building team members have strong influence in the workplace and with other stakeholders. Clients and team members trust and follow the employees with strong relationship skills. The more employees with strong soft skills, the greater potential of your team overall.

A strong team is composed of a range of individuals with different technical skill sets in order to complete the tasks and projects at hand. However, while their hard skills may vary, a team with similarities amongst the soft skills will create a stronger team. When looking to fill openings at your company, it is imperative to analyze the different sectors of data in order to find the best match to complete your team.

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