{"id":12730,"date":"2019-05-03T08:36:08","date_gmt":"2019-05-03T08:36:08","guid":{"rendered":"http:\/\/bulletins.bfconsulting.com\/?p=12730"},"modified":"2019-05-03T09:03:03","modified_gmt":"2019-05-03T09:03:03","slug":"hr-s-turn-to-analytics","status":"publish","type":"post","link":"https:\/\/bulletins.bfconsulting.com\/en\/hr-s-turn-to-analytics\/","title":{"rendered":"HR\u2019s turn to analytics"},"content":{"rendered":"

Employers are increasingly turning to data analytics to improve their recruiting and other human resources (HR) processes as they compete to attract and retain the most talented people. Specifically, employers are embracing routine data analytics to quickly determine which of their many job applicants best match their requirements as well as to create stronger talent pipelines of internal and external candidates and to help figure out which employees are most likely to leave and which are ready for promotion. Moreover, HR departments seem ready to dive further into data analytics by incorporating machine learning and artificial intelligence to predict future business results, maximize results and help plan for future changes.<\/span><\/p>\n

It is important that, moving forward, HR departments work with finance departments to determine the best ways to hire and retain talent in a way that will not break budgets. This will make businesses more agile in responding to their needs and ensuing they have the best talent on board.<\/span><\/p>\n

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