For better or worse we know more about each other than ever before. The wealth of data that we generate and collect has the potential to dramatically impact the way we live, work, and the way we capture information and understand key business insights.
At ORC we believe our job is to tell stories. We take data, and lots of it, and turn it into a compelling narrative of the employee experience for the clients we work with. It’s not just about stating the obvious (‘positive response to this question has gone up or positive response to that has gone down’), but stringing it together and positioning employee feedback so that leaders take notice and most importantly take action, because they want the story to be better with a happy ending.
Big data is already changing HR and employee approaches and bringing about data-based decision making – which is good, because if collecting data is one thing, if you don’t act on it then what’s the point? But the change is not happening as quickly as it logically should. For all the value that the insights from good data analysis can bring – from who is best to hire to who is likely to leave – there is still a disconnect between the level of data and the amount that it’s put to use. Are organisations missing out on using Big Data to its optimum effect because they don’t know where to start, or because the analysis is so time consuming? Or is its value not being communicated well enough?
Here’s a story about how HR can make the most of big data to secure and engage top talent and motivate it to greatness. It is about an online company that’s so successful it has doubled in size in recent years…
Fast growth has brought about a need for effective recruitment continuous new thinking on engagement, and brand and service consistency.
Data is central to every decision the company makes. Since 2013 ORC International has been working in partnership with themto provide the true intelligence and transformational truths needed to better understand, engage and retain their growing workforce.
But you can’t get a clear direction on where to go if you don’t know where you are, so we initially set about defining what a good employee looks like within the organisation’s specific context, which helps to target recruitment. Our work has now expanded to embed advanced people analytics, capturing every stage of the employee journey and all elements of people practices.
Every part of the employee journey produces data, and it’s the story that’s told from this that allows action to be taken on the elements of the employee experience that most influence talent, customer experience and performance.
Like any good story, it has a happy ending.
Since we began predicting and triggering alerts on performance and people at risk of leaving, the company has been able to focus energy on retaining its talent.
Our analysis has also helped them to make recruitment more effective; targeting people who will fit and be likely to stay longer, as well as identifying ways to enhance the new joiner experience. In just 6 months new joiner engagement and intention to stay have increased significantly.
Here are our four tips to make the most of big data.