18 ways to optimise talent intelligence in 2018

HR professionals cannot be everywhere all the time. Which is why they need a trustworthy digital intelligence twin by their side.

HR professionals have been under increasing pressure since the turn of the millennium, and from 2018 onwards the pressure for some, will get to breaking point.

The sophistication of various organisational functions such as marketing, sales, operations and information technology have moved forward by leaps and bounds, and HR is risking being left behind.

The scrutiny on HR to make a material difference to profitability, performance and fulfilment levels has just begun and the intensity of focus is going to only increase.

Every leader for the last 50 years has been talking both practically and pandering-ly about people being their greatest assets. In the last ten years, the smarter ones are also citing culture to be the key to an organisation’s success alongside its people.

The best HR professionals, in the daily course of their work, build a great deal of human intimacy and as a result accumulate a whole lot of human intelligence.

But even the best HR professionals can’t be everywhere, talking to everyone, documenting everything, making perfect sense of present and historical intelligence and making it presentable and accessible to key stakeholders to act upon in real-time.

Which is why HR professionals need their digital intelligence twins. This is in the form of an always on platform that can assist them collate ongoing intelligence from all their talent, across the talent journey and help them make sense of it in real-time with clear descriptive, diagnostic and predictive analytics.

You need to build your own customised Talent Optimisation Suite for end-to-end intelligence across the attraction, empowerment and growth stages of your organisation’s talent journey to make your organisation more intelligence-centric and give you an advantage.

So, if you truly value your people as your number one asset, understand the necessity to build a great culture and know that intelligence is the key commodity to drive profitability, read on to discover the 18 ways for you can optimise talent intelligence from 2018 onwards.

1. Talent Job Application Analytics

Analyse: Job applications in a structured format, the way you need to, not based on how they market themselves in their resumes.

Benefits: Experience the time and money saved by slicing and dicing through tons of data based on your preferred filters such as remuneration, experience, core competency and so on. Then look at resumes, cover letters, images, videos and other relevant attachments as an afterthought, so you don’t suffer from cognitive bias in hiring the best candidate possible.

2. Talent Interview Analytics

Analyse: Relevant documents from candidates in advance.

Benefits: Getting the administrative work out of the way, well before the interview, will allow you to invest your time where it needs to be invested — on getting a more intimate appreciation of the candidate.

 3. Talent Evaluation Analytics

Analyse: Evaluation feedback from hiring manager.

Benefits: Evaluate and weigh out the candidate on different metrics of your choice including background (character, capacity, and competency) and cultural alignment with the organisation so you get a real-time summary towards hiring the best candidate possible.

4. Talent Reference Analytics

Analyse: References from referees.

Benefits: Clearly verify the character, competency and capacity of the potential employee, know their personality, gather the person’s core strengths and weaknesses and document the demographic details of the person providing the reference.

5. Talent Authentication Analytics

Analyse: Authenticated reviews from authenticators.

Benefits: Know how well potential employees have performed at each job, precisely how long they were employed by each organisation, their exact job title or position, their monthly remuneration, the likelihood of them being re-hired, their attendance, a showcase of their cultural fit, deliverables and a whole range of other critical information.

6. Talent Onboarding Analytics

Analyse: Onboarding updates from new employees.

Benefits: Know their onboarding experience, the trail of the staff that they have interacted with, how they are doing on checklists such as your organisation’s engagement dimensions, what they liked about their experience, the things that can be improved and much more.

7. Talent Pulse Analytics

Analyse: Ongoing pulse of your organisation.

Benefits: Create a culture of continuous improvement and engagement, to encourage open and honest communication, measure real-time impact of initiatives. Then use the summarised data to address what needs to be addressed confidently.

8. Talent 360 Degree Analytics

Analyse: 360 degree feedback from stakeholders, managers, peers, subordinates, customers and self.

Benefits: Systematically help your employees remove blindspots, improve their performance, as well as create an opportunity to reward or recognise them for a job well done.

9. Talent Performance Analytics

Analyse: Performance reviews from reviewing managers

Benefits: Gain insights for making employment decisions such as promotions and pay raises in a consultative way with the talent being fully aware of his/her contribution, level of performance and shortcomings.

10. Talent Engagement Analytics

Analyse: Engagement analytics to understand employee sentiments.

Benefits: Through our Employee Engagement Analytics, you can give your talent a strong voice, know how to increase engagement levels, direct organisational growth and get baseline analytics to benchmark your entire organisation against itself, over time, and across industries, nationally and globally too.

11. Talent Dialogue Analytics

Analyse: Qualitative data by consensus and sentiment while grouping ideas and concepts by entities to act upon.

Benefits: Have a real-time 1-to-1 conversation with everyone across your organisation at scale. Make them feel valued, have their voice heard and address matters on an ongoing basis.

12. Talent QnA Analytics

Analyse: Quantitative and qualitative data by demographics in an endless series of way to understand the concerns or each group in intimate detail.

Benefits: Get people to simply ask a question and then pay attention to the answers without having to waste unnecessary time voting them up and down.

13. Talent Training Analytics

Analyse: Analyse training needs.

Benefits: Ensure training is targeting the correct competencies, the correct talent and is addressing a business need. It will help you identify gaps in your talent training and development needs, and determine what development programmes are needed to improve your organisation’s profitability, performance and fulfilment levels, as well as your Employee Engagement Analytics indexes.

14. Talent Coaching Analytics

Analyse: Coaches/ mentors on their experience with their coachees/ mentees and vice-versa.

Benefits: Use it to factor in the point of views of both the coach/ mentor and coachee/ mentee as they define and endeavour towards achieving professional and personal goals faster, with greater ease.

15. Talent Succession Analytics

Analyse: Nominators on the nominations and their assessment of the nominees.

Benefits: Identify and develop new successors for existing or new positions as your organisations evolves. Establish a thick succession planning pipeline by identifying the right talent, skills and experiences in advance while preparing your talent to progress towards filling key positions.

16. Talent Feedback Analytics

Analyse: Anonymised or non-anonymised feedback from concerned talents.

Benefits: Receive suggestions for improvements or even whistle blowing for uncovering malpractices within the organisation so they can be addressed internally and not be taken into the public domain.

17. Talent Exit Analytics

Analyse: Insights from exiting talents.

Benefits: Draw insights from talents in order to improve things, change conditions, retain talents and reduce turnover. Guide future practices, review practices, pay scales and benefits. Get a clear idea as to why staff are exiting your organisation, what is influencing their decision, what sort of organisation they are likely to go to and what might be the pull factor that your organisation presently does not cater to.

18. Talent State Of The Organisation Analytics

Analyse: The gaps between the organisation, teams and individuals.

Benefits: It’s one of the easiest to use tools that gives you a clear sense of the state of the organisation in the simplest way possible. It has to be used to be believed.

The author

Manoj Sharma, CEO of CusJo.com


The legal face of the contingent workforce
Yamini Chinnuswamy - 14 May 2018
As project-based, freelance, and gig work become increasingly de rigueur, the laws surrounding such arrangements have come under increasing scrutiny.
Serviced stays in the heart of Asian business
HRM Asia - 30 Apr 2018
Business in Asia-Pacific has become a regional exercise, with plenty of mobility for key staff between each market. Serviced apartments are an important enabling tool for all of that travel.
United Airlines' employee bonus debacle
HRM Asia - 26 Apr 2018
There are a few HR lessons from a recent United Airlines staff bonus lottery scheme that was subsequently rescinded.
Ninja Van CEO Lai Chang Wen's surprising take on the gig economy
Kelvin Ong - 18 Apr 2018
The founder of one of Southeast Asia's most widely-used delivery service is certainly not one to bite his tongue.
Workplace wellness worries
HRM Asia - 18 Apr 2018
A new study finds that wellness programmes in the US may not actually yield any company savings or produce healthier employees.
The vacation-deprived: Who these people are, and why they matter
HRM Asia - 22 Mar 2018
Asia-Pacific is the most vacation-deprived region in the world. Are companies here ensuring that their people are taking some much-needed time off?