Just as consumer brands invest in data analytics for marketing and product development, there is a strong case for organizations to invest in people or talent analytics.
At the Paris HR World Tech conference in October, ING’s Global Program Manager of Strategic Recruitment Gusta Timmermans spoke of the company's recent investment in analytics to improve its massive recruitment operations which fill over 6,000 positions per year.
Timmermans said the use of data analytics in recruitment is an effective tool helping them know how to attract and then select future talent at ING but the quality of data to which you have access is key. To hone in on the right data, the company has invested time, effort and money in different channels, agencies and pilot schemes. Key areas of interest include the cost of a bad hire, what key characteristics top performers possess and what channels are most effective in reaching out to candidates they want to recruit.
About the author
Emma Smith
For four years, Emma Smith covered careers and recruitment, among other topics, for Devex. She now freelances for Devex and has a special interest in mental health, immigration, and sexual and reproductive health. She holds a degree in journalism from Glasgow Caledonian University and a master’s in media and international conflict.
