Ashleigh Green, Solicitor at Napthens, on how examining your HR data could help your recruitment and retention processes.
In the current employment climate, recruitment and retention of employees is a huge issue for social care, as we continue to feel the fallout of living in a post pandemic world and the ongoing cost of living crisis.
But what can be done about it? An innovative way of looking how you can potentially address this issue may well be HR analytics. There has been a real emergence in the use of HR analytics as the ability to use people data that offers employers new insight into people trends which in turn contributes to an organisation’s strategy and growth plan.
In a post-pandemic world, it is crucial for businesses small and large to be able to adapt and overcome recruitment challenges whilst also ensuring the right people are hired for the right jobs in order to navigate the new employment world. This is particularly relevant to the health and social care sector which has high turnover rates.
Whilst HR analytics may be unchartered territory, there are many reasons why businesses should consider using people data as HR analytics can be used to track many areas of a business to promote growth:
- Employee engagement – HR analytics can be used to provide insight into how to engage staff in a more productive way. Engagement can be assessed alongside factors such as recruitment, performance, pay and benefits and how these improve productivity.
- Employee turnover – There is the ever-increasing cost of time and money to hire and train new employees, meaning the retention of employees is crucial, now more than ever. Businesses can collect information from engagement levels, satisfaction questionnaires and exit interviews to assist in retaining employees.
- Recruitment – HR analytics can also be used to assess the number of days between advertising a job opening to hiring an employee for the position in addition to the number of days between approaching a candidate and their acceptance. This data can assist businesses to identify areas where significant time is spent and how to make the process more efficient.
- Absenteeism – This provides employers with information such as the overall health of employees, employee happiness and also any absence trends. A business can easily access this information and this data can then be used to review any sickness absence policies, incapacity payments and provide insight into how to better manage sickness absence.
HR analytics are a valuable tool, often overlooked. Are you making the most of the data available to you? If not, try it today.
If you have any queries or are in need of specific advice in relation to any employment law query, please contact a member of the Napthens Employment Team who are able to offer 30 minutes of free advice to QCS members.
