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How to unlock the potential of your talent data

The USA Webinar session recap

Hear from industry leaders at Reejig, VISA, and Future of Talent Institute to discuss:

  • What talent data is hidden in your organization
  • How you can access your talent data
  • How you can use your data to make strategic talent decisions
  • The impact of unlocking your talent data on employees, business, and HR function

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Top advice from our expert panel:


Start viewing your talent data as a beginning-to-end story of your people

Talent data doesn’t just include a CV or ATS report. Ensuring you can collate together someone’s background, skills, experience, and communications with your company allows you to build a full picture of every person in your ecosystem.

A complete data profile built from the moment someone engages with you through their internal movements and milestones gives the entire talent team the information needed to place talent in the right position, or accurately recommend the right opportunities to them.


Ensure ethics and responsibility are being baked into your data

Take a step back and review how your talent data is being pulled. Is there only one person responsible? Is it being collated manually?

Don’t allow data to be put at risk or be skewed by manual reviews or subconscious bias that can easily occur with human reviews. Look into whether your data systems can collate information automatically, and if so, whether that system is ethical and importantly, independently audited by an outside organization.

Data is only reliable when it’s true and pulled without bias.


Increase employee engagement and personalization at scale

We ourselves want to be understood and seen by our organization and leaders — and the same goes for our people. Capitalize on the people information you glean from data that focuses on career pathways, skill sets, and readiness to change to drive your engagement strategies. Not only can you upskill, reskill and redeploy employees to maximize performance and impact — you can personalize the entire experience and communicate value and meaning back to your people. 

Understand the organizational maturity of your company, and how you can use data to drive increased investment in HR

Often, businesses may assume that every department has the investment needed to perform up to their current goalposts.

If this isn’t the case, presenting a business case based on credible data can prove the positive, bottom-line impact increased support and investment can have.

If data is showing that further investment is needed to increase recruiting efforts, bring in development or early career programs, or close critical skills gaps and this need is based on hard, reliable data, you can confidently present the impact that investment will have on the areas decision-makers care about most.


Present data-driven strategies and ideas to decision-makers that speak to the priorities of the business

Speaking the same language as decision-makers will go a long way to how the data you present is understood.

Use data to build a bridge between the priorities and expectations of the organization, and come to discussions with data that will inform leaders on what strategic step to make next. This could be anything from salary expectations within the current market, hiring targets, or identifying skills gaps in places that will affect your company if they aren’t filled soon.

Showing decision-makers where you got the information, how it will affect them, and what you can realistically achieve will bring them onboard with how talent decisions impact the business.

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