{"id":472,"date":"2021-08-15T12:57:00","date_gmt":"2021-08-15T12:57:00","guid":{"rendered":"https:\/\/trustcruit.wpenginepowered.com\/?p=472"},"modified":"2025-08-01T15:58:27","modified_gmt":"2025-08-01T15:58:27","slug":"why-you-need-hr-analytics","status":"publish","type":"post","link":"https:\/\/www.trustcruit.com\/sv\/blogg\/why-you-need-hr-analytics\/","title":{"rendered":"Why You Need to Start Working With HR Analytics"},"content":{"rendered":"<p>Traditionally, larger enterprises haven\u2019t given&nbsp;<a href=\"https:\/\/www.investopedia.com\/terms\/h\/humanresources.asp\">human resources (HR)<\/a>&nbsp;and HR analytics the attention it deserves. Period.<\/p>\n\n\n\n<p>So, in this article we\u2019re going to explain one simple way you can change that.<\/p>\n\n\n\n<p><strong>Spoiler alert: The solution is HR analytics.<\/strong><\/p>\n\n\n\n<p>The data accumulated by HR analytics empowers businesses to optimize their workforce and hiring strategies, which ultimately leads to a boost in revenue.<\/p>\n\n\n\n<p>Does that sound good to you? Great, because below is a guide that breaks down everything you need to know about HR analytics.<\/p>\n\n\n\n<p>So, without further ado, let\u2019s jump right in!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"729\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/Macbook-with-dashboard-1024x729.jpg\" alt=\"\" class=\"wp-image-474\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/Macbook-with-dashboard-980x698.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/Macbook-with-dashboard-480x342.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">What\u2019s HR Analytics?<\/h2>\n\n\n\n<p><strong>In short, HR analytics (also known as \u2018people analytics\u2019) provides the tools you need to analyze the skills, knowledge, and experience possessed by your employees.<\/strong><\/p>\n\n\n\n<p>This same platform also examines these moving pieces to reveal the impact they have on your organization\u2019s revenue. So, in a nutshell, the aim of HR analytics is to provide&nbsp;<a href=\"https:\/\/www.tuw.edu\/program-resources\/what-is-a-human-resource-manager\/\">HR managers<\/a>&nbsp;with a better insight into their human resource strategies. With this data at the ready, it\u2019s easier to pinpoint weaknesses in your recruiting methods and, subsequently, make necessary improvements.<\/p>\n\n\n\n<p>Although your workforce isn\u2019t directly linked to the profits on your accounting spreadsheet, HR mismanagement can&nbsp;<a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/employee-relations\/pages\/cost-of-bad-hires.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">waste thousands of dollars<\/a>.<\/p>\n\n\n\n<p>For example, high turnover rates aren\u2019t just an inconvenience, they\u2019re also a financial drain. Someone has to spend time and resources recruiting and training new employees. Then while the new hire is learning the ropes, your company\u2019s efficiency will inevitably take a hit, which, of course, eats into your bottom line.<\/p>\n\n\n\n<p>The stats speak for themselves, in the UK and US roughly&nbsp;<a href=\"https:\/\/www.urbanbound.com\/blog\/onboarding-infographic-statistics\" target=\"_blank\" rel=\"noreferrer noopener\">$37 billion a year<\/a>&nbsp;is wasted on unproductive employees! It stands to reason when it takes two people to do a job (the trainee and the supervisor); your company swallows the value of an entire annual salary (at the very least)!<\/p>\n\n\n\n<p>HR analytics looks at how efficient, satisfied, and reliable your workforce is, as well as the likelihood of employees quitting, or falling behind on their work. But, in addition to all of that, HR analytics also provides you with the data you need to enhance both your&nbsp;<a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/candidate-experience-guide\/\" target=\"_blank\" rel=\"noreferrer noopener\">candidate experience<\/a>&nbsp;and recruitment process.<\/p>\n\n\n\n<p>It\u2019s also worth mentioning, you can use this same software to find out the following information:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Your employee turnover rate<\/li>\n\n\n\n<li>The percentage of that turnover that\u2019s a regrettable loss<\/li>\n\n\n\n<li>The experience and satisfaction of candidates during the recruitment process<\/li>\n\n\n\n<li>On the balance of probabilities, which employees will leave your organization within a year.<\/li>\n<\/ul>\n\n\n\n<p>The latter point is worth its weight in gold. When you can identify which employees are likely to leave your company in the lurch, you can then take action to try and stop that happening. For instance, refining your recruitment process and company culture to boost your employee retention rate.<\/p>\n\n\n\n<p>So with all that in mind, let\u2019s take a more in-depth look at some of the more important&nbsp;<a href=\"https:\/\/www.questionpro.com\/blog\/hr-analytics-and-trends\/\" target=\"_blank\" rel=\"noreferrer noopener\">HR analytic metrics\u2026<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employee Churn Rate<\/h3>\n\n\n\n<p>As you\u2019ve probably already gathered, \u2019employee churn\u2019 is the metric to use for assessing your workforce\u2019s turnover rate. But, \u2019employee church rate\u2019 goes one step further than that, because it also predicts your future churn rate.<\/p>\n\n\n\n<p>Of course, knowledge is power, so once you know these figures, you\u2019ll be in a better position to create and execute an action plan for reducing employee churn.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Capability Analytics<\/h3>\n\n\n\n<p>The skills and expertise of your employees have a massive bearing on the success of your business. As such, keeping an eye on your \u2018Capability\u2019 analytics is essential. Namely, because this metric helps you oversee your talent management processes. Using this data, you can accurately identify the core competencies of your workforce.<\/p>\n\n\n\n<p>Once you know what your team excels at, you can then set a benchmark standard for new recruits. But more importantly, you\u2019ll also be able to identify any skills your team lacks and tweak your hiring strategy accordingly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Organizational Culture Analytics<\/h3>\n\n\n\n<p>For years, company culture has been tough to&nbsp;<a href=\"https:\/\/www.trustcruit.com\/sv\/articles\/marketsandmarkets-on-hr-analytics\/\">quantitatively analyze<\/a>. Primarily because \u2018culture\u2019 (usually) comprises a set of unwritten expectations, standards, behaviors, and procedures that form the ethos of your office.<\/p>\n\n\n\n<p>But, with the help of the \u2018Organizational Culture\u2019 metric, you can examine your company\u2019s culture objectively. This puts you in a better place to track any changes in your business\u2019s culture (be it positive or negative).<\/p>\n\n\n\n<p>But, most importantly, you\u2019ll start to get a feel for the early signs of a healthy workplace culture that\u2019s beginning to turn toxic. This is essential for nipping any undesirable behaviors and practices in the bud. Allowing negative vibes to creep into the office will eventually wreak havoc on your staff turnover rate.<\/p>\n\n\n\n<p><strong>The key takeaway:<\/strong>&nbsp;In the long run, it\u2019s unwise to neglect this metric\u2026otherwise, it will only come back to bite you.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"441\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/people-working-office-1024x441.jpg\" alt=\"\" class=\"wp-image-475\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/people-working-office-980x422.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/people-working-office-480x207.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Capacity Analytics<\/h3>\n\n\n\n<p>Put simply, \u2018Capacity\u2019 analytics help you establish the operational efficiency of your workforce. This data pinpoints your most profitable tasks and highlights whether your team spends sufficient time on these revenue-generating activities. If not, you can then better optimize their schedules.<\/p>\n\n\n\n<p>Capacity analytics also provides an insight into whether your team has room to grow. Whether you do or don\u2019t, you can use this knowledge to streamline your staff training and hiring strategies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Leadership Analytics<\/h3>\n\n\n\n<p>I think we can all agree that lousy leadership is the absolute worst. It\u2019s a surefire way to dampen morale, quash productivity, and boost your employee churn rate.<\/p>\n\n\n\n<p>This is where \u2018Leadership\u2019 analytics can help.<\/p>\n\n\n\n<p>This metric analyzes and unpacks several leadership hallmarks that reveal the quality of your company\u2019s leaders. However, for this metric to provide fruitful information, you\u2019ll have to feed your HR analytics software with data.<\/p>\n\n\n\n<p>You can collect this either quantitively or qualitatively. So, if you\u2019re not already launching high-quality in-house questionnaires, polls, focus groups, etc., now\u2019s the time. Of course, that\u2019s providing you aspire to have a higher caliber leadership team (which we assume that you do)!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/why-measure-candidate-experience-1024x683.jpg\" alt=\"\" class=\"wp-image-476\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/why-measure-candidate-experience-980x653.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/why-measure-candidate-experience-480x320.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">What\u2019s the Value of HR Analytics?<\/h2>\n\n\n\n<p>If you\u2019re in the HR game, you\u2019ll already understand that a companies success is built on its people. So, assessing whether your team and workplace culture are generating a decent ROI is undoubtedly useful. Not least because it takes the guesswork out of the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The best ways to recruit and hire new employees<\/li>\n\n\n\n<li>How to decrease your staff attrition rate<\/li>\n\n\n\n<li>Where you can implement automation<\/li>\n\n\n\n<li>How to improve your employee experience<\/li>\n\n\n\n<li>How to increase productivity<\/li>\n<\/ul>\n\n\n\n<p>So, as you can see, HR analytics are invaluable for adopting a more strategic and&nbsp;<a href=\"https:\/\/www.trustcruit.com\/sv\/articles\/data-driven-decision-making-in-the-recruitment-process\/\" target=\"_blank\" rel=\"noreferrer noopener\">data-driven approach<\/a>&nbsp;to HR. You can use real-time trends and figures to enhance the way you attract and hire candidates and evaluate employees. Not to mention, it also gives you a better insight into which staff members to promote (and why), and conversely, who and why you fire people.<\/p>\n\n\n\n<p>Plus, HR analytics provides the data you need to optimize your talent management, as every step in the employee journey can be analyzed and then, if necessary, improved.<\/p>\n\n\n\n<p>Using software like this encourages HR managers to adopt a data-driven mindset and proactively identify any HR problems facing the company. It also prompts recruiters to gather higher-quality data.<\/p>\n\n\n\n<p>As it stands to reason that when the data plugged into HR analytics software informs business decisions, there\u2019s a greater onus to improve the nature of your data collection methods. After all, it\u2019s in everyone\u2019s best interests to acquire the most accurate and reliable analytics possible.<\/p>\n\n\n\n<p>To help highlight the value of people analytics, we\u2019re going to layout a few&nbsp;<a href=\"https:\/\/www.mhranalytics.com\/hr-analytics\/\" target=\"_blank\" rel=\"noreferrer noopener\">typical problems<\/a>&nbsp;faced by recruiters and then explain how HR analytics the solution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Problem #1: Recruiting can be a lengthy and costly process.<\/h3>\n\n\n\n<p><strong>The Solution:<\/strong>&nbsp;HR analytics highlights the qualities successful hires possess. This info is essential for determining the suitability of the candidate before going ahead and hiring them. As such, this software saves you both time and money.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Problem #2: Recruiting is often based on risky guesswork<\/h3>\n\n\n\n<p><strong>The Solution:<\/strong>&nbsp;HR analytics provide a birds-eye view of what\u2019s going on throughout the whole of your company. With this info at your fingertips, you ensure every people-related decision you make is driven by reliable data and optimized for the best possible result.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Problem #3: HR costs are spectacularly challenging to manage.<\/h3>\n\n\n\n<p><strong>The Solution:<\/strong>&nbsp;HR analytics aligns with things like payroll, bonuses, and financial forecasts in real-time. You can then assess your budget and optimize the allocation of your funds. Simple, right?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How are HR Analytics Used in Departments Other Than HR?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"441\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/google-use-of-hr-analytics-1024x441.jpg\" alt=\"\" class=\"wp-image-477\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/google-use-of-hr-analytics-980x422.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/google-use-of-hr-analytics-480x207.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p>Data-driven workforce decisions have a crucial influence on customer satisfaction and retention, especially when employees come into regular contact with customers. As such, near-on, every department can benefit from HR analytics, and here are a few&nbsp;<a href=\"https:\/\/analyticstraining.com\/can-hr-analytics-really-improve-a-companys-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\">real-life examples<\/a>&nbsp;to prove it:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Google<\/h3>\n\n\n\n<p>Google has long-since understood the importance of HR Analytics. As such, most of their talent management decisions are backed using data derived from this kind of software.<\/p>\n\n\n\n<p>Alongside Project Oxygen, Google investigated their internal data to quantify the habits of successful managers. Consequently, they discovered eight key behaviors.<\/p>\n\n\n\n<p>They then used these findings to fuel the development of a management training program. This immediately enhanced the effectiveness of Google\u2019s managers, which, of course, had an overwhelmingly positive effect on the whole company.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Mindtree<\/h3>\n\n\n\n<p>Mindtree uses HR analytics to help with the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Turnover modeling<\/li>\n\n\n\n<li>Risk assessment<\/li>\n\n\n\n<li>Management profiling<\/li>\n\n\n\n<li>Productivity index.<\/li>\n<\/ul>\n\n\n\n<p>Most notably, they used HR analytics to help predict their turnover rate for the next 90 days. This, in turn, generated usable insights for the improvement of their vacancy-based hiring. They also developed strategies for managing employees who were at a higher risk of quitting. For example, high-risk employees were prioritized for in-house opportunities, which improved their likelihood of sticking with Mindtree.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Microsoft<\/h3>\n\n\n\n<p>Similar to Mindtree, Microsoft also uses HR analytics to profile likely leavers. One example of Microsoft\u2019s higher-risk employee is: hires straight out of college who have only been promoted once (or not at all). Additionally, they\u2019ve also been with Microsoft for less than three years, and have been hired for specific technical jobs.<\/p>\n\n\n\n<p>Based on these insights, Microsoft developed initiatives to help them retain these likely leavers. For instance, they assigned mentors, changed stock vesting, and boosted their salary.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Con Agra Foods<\/h3>\n\n\n\n<p>This is another example of a company that uses predictive analytics to identify their likely leavers. In fact, they examined 200 factors that might have contributed to employees quitting and found that pay wasn\u2019t as much of an influence as they had thought. Instead, turnover had more to do with internal recognition. Once Con Agra became aware of this, they were then able to make the necessary improvements and lower their staff turnover rate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Xerox<\/h3>\n\n\n\n<p>Xerox has 150 US-based customer care centers that employ about 45,000 people. Until 2010, they filled these positions using traditional methods, including interviews, typing tests, and other relevant assessments. But, the final hiring decision always remained with the HR manager who would use their own judgment.<\/p>\n\n\n\n<p>Fast forward to today, Xerox has applicants complete an online evaluation which comprises a personality test, cognitive skills-assessment, and multiple-choice questions. These questions are based on scenarios a candidate might face while working with Xerox. Then, an algorithm analyzes all the data and ranks candidates in terms of suitability. This initiative immediately improved the quality of hires and reduced attrition by an initial 20%!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"455\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/branson-paper-1-1024x455.jpg\" alt=\"\" class=\"wp-image-478\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/branson-paper-1-980x436.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/branson-paper-1-480x213.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Virgin Media<\/h3>\n\n\n\n<p>Virgin Media found their lousy candidate experience cost them over $5 million annually, as many of their rejected candidates were also their customers. With this insight, Virgin managed to track down the&nbsp;<a href=\"https:\/\/business.linkedin.com\/talent-solutions\/blog\/candidate-experience\/2017\/bad-candidate-experience-cost-virgin-media-5m-annually-and-how-they-turned-that-around\">6% of canceled subscriptions<\/a>&nbsp;that came from unhappy candidates in an attempt to get them to stay!<\/p>\n\n\n\n<p>Okay, now we\u2019ve looked at how HR analytics benefits company\u2019s as a whole, let\u2019s move onto exploring how people analytics can be used inside of specific departments\u2026<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Planning and Project Management<\/h3>\n\n\n\n<p>Any department that has to organize projects, events, or schedule the companies time can benefit from HR analytics. Knowing when employees are most likely to have a slump in productivity, fall ill, or quit, helps each department prepare for any and all of these eventualities.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Sales<\/h3>\n\n\n\n<p>A whitepaper on&nbsp;<a href=\"http:\/\/www.oracle.com\/us\/solutions\/ent-performance-bi\/045039.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">HR analytics by Oracle<\/a>&nbsp;found that data-driven HR decisions correlated with an 8% growth in sales, a higher net operating income by 24%, and more sales per employee by 58%.<\/p>\n\n\n\n<p>How do HR analytics make sales teams more efficient? Put simply, this software can identify practical and profitable behaviors displayed by successful salespeople, which provides valuable insights for formulating sales-based training.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">IT<\/h3>\n\n\n\n<p>Your IT department should work closely with HR analytics and not just because they\u2019re the ones who will most likely install the software. Instead, data science identifies routine tasks that currently take up the time of your IT staff that could otherwise be automated without them manually doing the work.<\/p>\n\n\n\n<p>By identifying opportunities for automation, an organization can make better use of its IT department. It stands to reason that by freeing up their time for other work, they can then refocus their precious time, energy, and expertise on more critical tasks.<\/p>\n\n\n\n<p>But, not only that, once you\u2019ve harnessed the power of automation, your HR team can then re-analyze the needs of your IT department. They can pinpoint the skill sets the team lacks and make the necessary hires to fill these gaps and boost efficiency.<\/p>\n\n\n\n<p>Organizations are struggling now more than ever to find the right IT competences, which makes scoring the best hires all the more competitive. This is just another reason why HR analytics is worth its weight in gold for identifying what you\u2019re looking for in potential candidates. With this info to hand, you can then highlight exactly what you\u2019re after in your job ads and reiterate this throughout the rest of the recruitment process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Management<\/h3>\n\n\n\n<p>You can HR analytics not only to highlight the most suitable candidates for management positions but also for training your existing leaders to become better managers. As we saw in the Google example, HR analytics can provide the tools you need to design a more effective management training solution. It goes without saying, inspiring leadership can significantly increase team morale and productivity, which, in turn, can lead to a boost in profits.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"689\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/report-to-manager-1024x689.jpg\" alt=\"\" class=\"wp-image-479\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/report-to-manager-980x659.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/report-to-manager-480x323.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How Do You Get Started Using HR Analytics?<\/h2>\n\n\n\n<p>If you haven\u2019t used data science before, you might be hesitant to dive straight into metrics and statistics. For the uninitiated, all the figures can be a tad intimidating. Instead, a slow, steady progression into making more&nbsp;<a href=\"https:\/\/www.trustcruit.com\/sv\/articles\/9-steps-datadriven-hr\/\" target=\"_blank\" rel=\"noreferrer noopener\">data-based decisions<\/a>&nbsp;is essential. Gradually as everyday HR problems arise, you\u2019ll start to think of these issues in terms of numbers. Any successful HR leader will tell you that this shift in mindset is essential. So, if you\u2019re eager to jump on the bandwagon and&nbsp;<a href=\"https:\/\/www.hrtechnologist.com\/articles\/hr-analytics\/what-is-hr-analytics\/#section-iv\" target=\"_blank\" rel=\"noreferrer noopener\">start using HR analytics<\/a>, heed the below advice\u2026<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Communicate Your Vision<\/h3>\n\n\n\n<p>Both your HR and management teams must understand the vision and reasoning behind the introduction of data-driven decisions. This is why shaping a clear-to-follow strategy as well as a simple set of objectives highlighting what you hope to get out of HR analytics is imperative.<\/p>\n\n\n\n<p>How else do you expect employees to get on board if they don\u2019t understand the logic and importance of this shift in mindset?<\/p>\n\n\n\n<p><strong>Top Tip:<\/strong>&nbsp;Find a common goal to work towards when you first implement HR analytics. Is there an issue facing the majority of your colleagues? If so, you could use data analytics to help you find the solution to this obstacle. This is a surefire way of getting everyone on board with the new tech!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Define the Questions You Want to Solve<\/h3>\n\n\n\n<p>For your own, the team\u2019s, and your employer\u2019s benefit, it\u2019s essential to define the questions you hope HR analytics can answer. Are you interested in turnover rates? Efficiency? High-risk employees?<\/p>\n\n\n\n<p>Once you know the issues you want to cover, you can formulate the exact questions you want answers to, and then define the metrics for collecting the right data. This gives your process a more coherent structure, which increases the likelihood of you and your team staying on the same page while, together, you venture into the realm of analytics.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Prepare Your Staff<\/h3>\n\n\n\n<p>Before you can start measuring metrics and getting mathematical, HR leaders should prepare their department. This means setting realistic expectations for the amount of data your team will need to measure. That way, your staff won\u2019t have any nasty shocks later down the line, which could lead to a dip in morale.<\/p>\n\n\n\n<p>An excellent way to begin is by assigning smaller team projects. Ask your recruiters to create reports that they\u2019ll then discuss with business leaders. This exercise is really beneficial for preparing teams for making more data-based decisions.<\/p>\n\n\n\n<p>Think of this as a bit like dipping your toe into the pool before dive-bombing straight in. By assigning employees smaller HR analytics tasks, you allow them to acclimatize to the software, rather than throwing them into the deep end with a huge project.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"441\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/create-routines-hr-analytics-1024x441.jpg\" alt=\"\" class=\"wp-image-480\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/create-routines-hr-analytics-980x422.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/create-routines-hr-analytics-480x207.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Create Routines<\/h3>\n\n\n\n<p>The quality of your data depends on the caliber of your data collection processes. So, it\u2019s imperative the right methods are in place to ensure the data you collect is reliable and accurate. Otherwise, the results produced by your HR analytics software won\u2019t be a dependable measure of your company\u2019s performance and projects. Consequently, the impact of your decisions won\u2019t be as effective, and management will find it tough to justify the changes you\u2019re asking of them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Get Data Scientists Involved<\/h3>\n\n\n\n<p>If you\u2019re struggling with making the jump from using your intuition to basing business decisions on data, hiring a data scientist might be the answer. These experts are the ones best outfitted to assess the viability of any analytics solution, its statistical model, and its predictions.<\/p>\n\n\n\n<p>Plus, a data scientist can also serve as a coach that mentors your team in the art of collecting, analyzing, and actioning data. This is especially useful if your HR department is entirely new to the concept of data-driven decisions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Consult the Legal Team<\/h3>\n\n\n\n<p>There are several compliance laws to consider when collecting data. These are heavily governed and should be kept in the forefront of your mind when implementing any analytics solution.<\/p>\n\n\n\n<p>Some of these regulations will concern issues like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employee privacy and anonymity<\/li>\n\n\n\n<li>Employee consent for the amount and type of data collected<\/li>\n\n\n\n<li>IT security when using third-party software for HR analytics<\/li>\n\n\n\n<li>Where the HR data is stored<\/li>\n\n\n\n<li>Compliance with local laws<\/li>\n<\/ul>\n\n\n\n<p>So, it\u2019s always wise to collaborate with your company\u2019s legal team to ensure you comply with any ethics and statutory regulations you\u2019re subject to.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Find the Right HR Analytics Solution for Your Enterprise<\/h3>\n\n\n\n<p>If you\u2019re thinking of purchasing an HR analytics solution to manage a larger organization, the platform must boast these specific components and features:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>User-friendliness:<\/strong>\u00a0This is especially important if your team isn\u2019t advanced in data science. The software must answer the questions your C-suite wants answers to: This may mean investing in different solutions to address each issue. Or, choosing a unified analytics solution that can assess several metrics to answer each business question. It will be up to you, your team, and management, to decide on the appropriateness of the potential software.<\/li>\n\n\n\n<li><strong>Cloud-based, not on-premise software:<\/strong>\u00a0Cloud-based software is key to enhancing accessibility without having to shell out for expensive, physical IT integrations. Plus, this grants both the HR department and the rest of the company the autonomy to use the solution as and when it\u2019s needed.<\/li>\n\n\n\n<li><strong>Machine learning technology and statistical analysis:<\/strong>\u00a0These features ensure the software automatically provides insights for your data scientists to analyze. Predictive analytics: By this, we mean, the solution can extract info from existing data to determine patterns and forecast future outcomes.<\/li>\n\n\n\n<li><strong>Visualization technology:<\/strong>\u00a0Visual representation is essential for making vast amounts of data accessible to the whole team. Because of the complexity of HR analytics, advanced visualization software surpassing simple charts and presentations is necessary. This is imperative for facilitating a better understanding of trends and events.<\/li>\n\n\n\n<li><strong>SaaS (software as a service):<\/strong>\u00a0These packages are useful as SaaS platforms automatically upgrade and update their software, so you don\u2019t have to.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"441\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/convice-employer-manager-1024x441.jpg\" alt=\"\" class=\"wp-image-481\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/convice-employer-manager-980x422.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/convice-employer-manager-480x207.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How to Convince Employers and Managers to Start Using HR Analytics<\/h2>\n\n\n\n<p>By now, you\u2019re probably convinced that HR analytics is the critical ingredient for boosting your company\u2019s productivity and revenue. You probably also have a better idea of how to implement an analytics solution and make the most out of the software.<\/p>\n\n\n\n<p>So, naturally, the next step is to convince your employer or manager that people analytics are worth the investment.<\/p>\n\n\n\n<p>If you\u2019re unsure how to approach the tricky subject of spending cash, here\u2019s how\u2026<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Quantify Your Losses to Qualify the Expense<\/h3>\n\n\n\n<p>Your boss, whether they\u2019re the business owner, account manager, or an executive, is already thinking in numbers. They spend the majority of their time quantifying problems, cost savings, and investment returns, so they\u2019re familiar with weighing up the costs and benefits of new software.<\/p>\n\n\n\n<p>So, if you want the green light for a new HR analytics solution, you\u2019ll need to quantify the current failures of the business. Let your boss know how many hours you lose to poorly planned operations each week, like the compiling of essential reports. Software that can automate the creation and delivery of this task could save you the equivalent of weeks when spread throughout an entire year. This is just one example, but you get the idea.<\/p>\n\n\n\n<p>Purchasing suitable HR software could cost thousands of dollars. But labor can be even more expensive than that. In many cases, the appropriate software could save your business the equivalent of several annual salaries! As a result, the return of investment can be grand.<\/p>\n\n\n\n<p><strong>Take this as an example:<\/strong><\/p>\n\n\n\n<p>If two employees fall behind with their work, the company may consider hiring two additional team members to fix productivity. Of course, this costs the equivalent of two annual salaries, plus recruitment and training expenses. Whereas, if you had used HR analytics, you could have saved that money by pinpointing areas of inefficiency and making the necessary improvements \u2013 before jumping to hire anyone else. In this sort of scenario, expensive software is quickly paid for and will soon generate a healthy return on investment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Compare HR Analytics to Other Expenses<\/h3>\n\n\n\n<p>You could compare the expense of purchasing an HR analytics program to any other business expense the company is happy to pay. This makes the investment seem more strategic because when you compare software to tangible investments for the admin\/warehouse\/accounting staff, like cars and computers, it puts the expense into perspective. It no longer seems like a hefty and unreasonable investment!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Include Your Colleagues<\/h3>\n\n\n\n<p>While your boss might ignore single complaints, you might have an easier time convincing them if you can prove most other employees share the same problems. So, explain to your colleagues how HR analytics will make their lives easier, then once they\u2019re on board, you can use numbers to help sway your employer.<\/p>\n\n\n\n<p>Don\u2019t forget if the cost is the main obstacle, most software offers flexible payment schemes. Opting for one of these might be a better fit for your business, rather than forking out a considerable lump sum. So, do your research before pitching your employers, so that you can provide all the relevant info they need to make an informed decision.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"441\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/get-started-hr-analytics-1024x441.jpg\" alt=\"\" class=\"wp-image-482\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/get-started-hr-analytics-980x422.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/get-started-hr-analytics-480x207.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Ready to Start Working with HR Analytics?<\/h2>\n\n\n\n<p>Let\u2019s recap. HR analytics can help you identify faulty processes in your organization, your workforce, and your recruitment process. The predictive analysis makes it possible to prepare for opening vacancies. Also, in some instances, you can use data gleaned from the software to prevent high attrition rates. That\u2019s providing that you intervene with high-risk employees with an initiative that makes them reconsider leaving.<\/p>\n\n\n\n<p>Quantifiable data can identify problems and highlight possible solutions you can then test to see if they were a success. Not only can this lead to higher employee satisfaction and improved productivity and efficiency, but it can also save thousands of dollars in the recruitment and training process.<\/p>\n\n\n\n<p>Data is your friend. It puts the right people in the right positions. It helps you improve upon weaknesses felt by the entire workforce. If you\u2019re convinced people analytics could benefit your organization, nothing should stop you from speaking to your employer about investing in a reliable solution. Just remember to quantify your present losses and clarify the potential savings your company could make by investing in data-driven decisions.<\/p>\n\n\n\n<p>HR analytics is one of the largest areas of growth in today\u2019s economy, so now\u2019s an exciting time to get involved. If you\u2019re thinking about making the shift toward data-driven business decisions let us know in the chat, we\u2019d love to hear from you!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Further Reading<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/candidate-experience-guide\/\" target=\"_blank\" rel=\"noreferrer noopener\">The Ultimate Guide to the Candidate Experience<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/candidate-nps-all-you-need-to-know\/\" target=\"_blank\" rel=\"noreferrer noopener\">Candidate Net Promoter Score \u2013 All You Need to Know<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/need-for-data-driven-recruitment-process\/\">How to Prove the Need for a Data Driven Recruitment Process<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>HR Analytics haven&#8217;t gotten the attention it deserves. We\u2019re going to explain how you can change that.<\/p>","protected":false},"author":1,"featured_media":473,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-472","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why You Need to Start Working With HR Analytics - Trustcruit by Jobylon<\/title>\n<meta name=\"description\" content=\"Improve hiring, reduce turnover, and boost revenue with HR analytics. 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