Skip to main content

AI is becoming crucial to all parts of the recruitment process. There are however some parts that are still rough around the edges. The main area we are going to look at is HR Analytics. We are going to look at descriptive, diagnostic and predictive analytics.

Descriptive Analytics

If you are in the HR field, you will be more than likely working with descriptive analytics. This is where you can capture the data of what is happening but maybe not why it is happening. A simple example being able to look at staff turnover in a year, but not able to say why people are leaving. According to Deloitte, over 70% of companies see people analytics as a top priority moving forward.

Diagnostic Analytics

Once a company has become more confident in what metrics they value for their company growth, they can look at diagnostic analytics. You can now look at the “why” of your data and build a strategy around that. Using the above example, if staff are leaving because the office is too far away, it may be time to consider flexi time or move the office altogether.

Predictive Analytics

Once you have become comfortable with the metrics and how to interpret them, you can then move onto predictive analytics. You can use more advance technology to look ahead to where you are going to be in your recruitment needs. Using a more complex example, if you are developing a drug and you know certain tests need to be done. You can use predictive analytics and know what staff you need months ahead of when you need them. By being able to predict your future needs and being able to read the current market trends, you can prepare ahead of time.

Phone: 0161 975 7525

Leave a Reply