Setting People Analytics Hires Up For Success
The other day LinkedIn showed about 2,400 companies currently hiring People Analytics roles. Employers often think if they hire a People Analytics role, then their organizations will have actionable, data driven insights overnight.
In addition to investing in a full-time employee to help your organization figure HR and people data, there are tools and resources that organizations should invest in that can help set these People Analytics hires and HR teams up for success.
Typically when a new People Analytics leader starts at a middle-market company, we see they either choose to build a proprietary system in-house or buy enterprise-grade technology that is expensive and slow to onboard and maintain. Those options tend to set organizations back in terms of time and budget without enough ROI.
Luckily, there are ways to set up your new People Analytics hire with a tool that can actually accelerate their positive impact on the business.
From talking to hundreds of People Leaders and HR teams across companies, we see how these leaders all have to take the same time-intensive steps:
Building a data dictionary
What do metrics mean? No one should be spinning their wheels to align departments on what “quality of hire” means.Researching best practices and benchmarks
Everyone wants context around their data, but that can be super time-intensive to maintain, pulling from public sector data and annual reports and then enriching that data.Maintaining integrations
While someone may think it’s a quick project to pull together data visualization, much of the time is spent keeping integrations up to date.Data cleaning
Our data experts have seen that about 80% of the time it takes to build predictive modeling is usually spent on the data preparation. So cleaning datasets (that can be exported) helps get data analysts on their way.Data taxonomy and modeling
Most new People Analytics hires need to start an organization’s data taxonomy and modeling from scratch.
That’s why Illoominus has designed a people analytics platform that will give your new hire a big leg up on all those necessary steps.
We’ve found that working together with new People Analytics hires drives fast results with positive long-term impacts for mid-market companies:
Cut time to insights since we onboard organizations within a month
Save 10 times the cost compared to building a proprietary solution in house or buying a solution meant for Fortune 500 companies
Immediately start tracking the ROI of your people strategy and initiatives and become more agile
Someone comes into a People Analytics role encounters a lot of decision points. While it’s important to have governance and understand nuances of the business, a new hire can easily get pulled into the minutia of these components in a way that significantly stalls progress. Or the organization can equip new People Analytics hires to hit the ground running.
We’d love to show you how. Schedule a demo today!
