Unlocking the Power of People Analytics: Revolutionizing Recruitment for businesses

People Analytics can be a real game-changer that can help you not only succeed in recruitment but also make the process more efficient and cost-effective. Greenstep's HR Partner Anette Salonen is no stranger to recruiting new talent, so who's better to explore how People Analytics can transform a recruitment strategy and provide insights to overcome the traditional challenges, than her.

The challenge of finding suitable candidates

How People Analytics can help: enhanced candidate matching and predictive candidate sourcing

One of the most significant challenges companies face in recruitment is identifying candidates who are a perfect fit for the organization. People Analytics uses advanced algorithms and data-driven insights to help you match candidates with your company's unique culture and requirements. By analyzing a candidate's skills, experience, and other traits and matching them with the people you already have, you can drastically increase the chances of finding the perfect candidate.

– In Greenstep, we have a big selection of different services so obviously we are looking for new talent with a large scope. With People Analytics, we can easily recognize the types of professionals that we already have working for us and see what attributes and skills they have that make them such great people in their specific roles. We can use that data when we're looking for new talent in each different role that we have, says Anette Salonen.

People Analytics doesn't just rely on historical data though; it's also predictive. By analyzing market trends and utilizing AI, it can anticipate shifts in the job market and proactively source candidates who are likely to be in high demand. This ensures you stay ahead of the competition in identifying and attracting top talent.

– Predictive analysis is also important when you are considering future labour costs etc. Planning and predicting can also be utilized to identify high-priority and high-intensity months, especially in the accounting business. Because in some fields the recruitment is really cyclical, People Analytics can help us figure out when exactly we need to start recruiting in order to get our new talent comprehensively inducted and up to speed in time.

The challenge of battling the fierce competition

How People Analytics can help: Data-Driven Decision Making and targeted employer branding

In a highly competitive job market, data-driven decision making can provide you with a significant advantage. People Analytics empowers you with a wealth of data on candidates, helping you understand what attributes and experiences are most valuable to your organization. It's like having a crystal ball that reveals the future performance of candidates.

– People Analytics helps us to recognize the most crucial areas of expertises, which in turn helps us to prepare for recruiting those talents. We can for example have a continuous open recruitment for a specific role, which helps us to build up a talent pool of professionals to go through when the need arises, Salonen says.

To stand out in a crowded field, your employer brand needs to shine. People Analytics can provide you with insights into the perceptions potential candidates have about your company. By knowing what attracts or deters candidates, you can tailor your branding efforts to attract top talent.

– With the help of analytics data, we have a clear view of what works and what doesn't work recruitment-wise. We can see what recruitment channel works the best for which role and really optimize our work based on that data. We can identify the bottlenecks in our recruitment processes and make sure, that the candidate experience will be optimized even further.

The challenge of minimizing staff turnover

How People Analytics can help: Identifying Flight Risks and continuous improvement

One of the most costly problems associated with bad recruitment is high staff turnover. People Analytics helps you identify potential flight risks by tracking key employee engagement metrics and flagging issues before they lead to departures. By addressing these concerns proactively, you can reduce turnover rates.

– We can identify and monitor a lot of different signals that give us invaluable information about staff happiness. When we identify signals that seem worrying, we can address them before they become a bigger issue and hopefully can take actions, that will help the employee to have a more positive experience.

People Analytics is not just about fixing problems; it's also about continuous improvement. By gathering data on your recruitment processes and analyzing them over time, you can refine your strategies and ensure that you're always getting better at selecting and retaining the right talent.

– Improving the recruitment process is a continuous effort, with People Analytics at the heart of it. We want to ensure that we get the best possible talent on board, our people are happy and stay with us for a long time. We're also working really hard to maximize our social sustainability impact, with special attention to equality in the workplace. People Analytics is the key to making right and informed decisions, concludes Anette Salonen.

The path forward

People Analytics holds the key to revolutionizing your recruitment efforts. By leveraging data and technology, you can overcome the challenges of finding suitable candidates, beating the competition, and reducing staff turnover. It's the bridge that connects the art of recruitment with the science of data-driven decision-making.

Ready to unlock the full potential of People Analytics? Contact us to learn more about our tailored solutions and stay ahead in the recruitment game. Your quest for better results in recruitment begins here.