5 Reasons Why Talent Management Can No Longer Happen Without Data

5 Reasons Why Talent Management Can No Longer Happen Without Data

Human Resources needs to handle numerous parameters in order to manage talent.

What was previously presented as the most intuitive part of a company must now lean on data to better manage problems and issues with concrete arguments.

1. Turnover: 10% increase each year since 2012 - Hays

Increased turnover destroys productivity within businesses and considerably impacts their ability to create value.

How can data help?

—> Reduce errors at the beginning to decrease the risk of leaving

Analyzing recruitment and career data can increase by 25% the chances of finding the right person for the job - Harvard Business Review

2. Talent Flight: 52% of high-performing workers wish to change companies - OpinionWay

These are the talents that the company wants to keep, and yet over half of them are looking for a way out.

How can data help?

—> Having knowledge of possible departures can allow for the development of a retention process

Being on the lookout for departures and knowing why the company loses talent allows for a 25% increase in retention - Clustree

3. New Professions: Each year, there is a 25% increase in new professions - Clustree

New jobs are appearing all the time, and companies must be highly adaptive in order to integrate them.

How can data help?

—> By comparing the way in which these new professions may have already been integrated in other sectors or geographic locations

Analyzing the posts previously held by workers who moved toward new jobs in different sectors allows for a 37% increase in successful conversions of current employees - Clustree

4. Rapid obsolescence of skills: 50% of employee skills today will no longer be essential within 2 years - Oxford Economics

Skills measurement takes a long time and rapidly becomes obsolete, as the skills evolve more quickly than the measurements.

How can data help?

—> By freeing us from measuring skills and instead managing talent solely on the basis of today’s reality

Analyzing millions of professional paths, across the entire world and across all sectors, allows one to rely on factual elements rather than needing to measure skills.

5. Transversality: 21% of employees want to leave their company in order to have a more rewarding career - OpinionWay

Employees are convinced that the best way to evolve in their career path and change their job is by changing the company they work for.

How can data help?

—> Having proof regarding possible transversal moves can break down the system of clonage and silos

Analyzing jumps between external original careers, possible careers and pertinent careers allows one to increase transversality by 68% - Clustree