How do you use data and analytics in your HR process?
"I plan to use data and analytics when it comes to benchmarking and helping my organization to forecast their hiring needs. I will also use analytics when taking on a new job opening or hiring campaign. I will first calculate how many new applicants I will need to attract, how many of those I need to shortlist, and how many I will bring into a final interview before my company can make a final hiring decision."
As a human resources professional, the stakeholders in your organization will respond best to your recommendations if they can link your findings to data. Show the interviewer that you understand how to use analytics in your HR processes. If possible, give a specific example of a time when the use of data and analytics led to a competitive hire, valuable market assessment, or a successful talent acquisition campaign to prove that you will be able to confidently use metrics in your process in this Human Resources role.
"Many human resource professionals rely on the existing processes of their organization, which is an important factor; however, it should not be 100% of the work. I analyze data from our company's previous hires, successes, failures, employee attrition data, and more. Then, I make hiring recommendations based on what I see to be working for our organization in the future. Most recently, I helped reduce our unnecessary workforce spend by replacing four low-performing employees with one full-time employee and one part-time staff member. My director was thankful that I took the time to analyze the issues before recommending a solution that was not as budget-friendly or effective."
