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The Pro’s and Con’s of Data Mining Within Executive Search and Selection

21st June 2017 | Richard Goodall

The Pro’s and Con’s of Data Mining Within Executive Search and Selection

Data mining is the process of converting raw data, collected by a company, into a useful resource that can benefit a number of departments, including HR and talent management during the process of executive search and selection. Data mining allows professionals working within executive search and selection, to identify patterns within large portions of data and use this to manage both employee retention and sourcing new talent. The benefits of using data mining for talent management Data mining is particularly useful for talent management within construction, offering the opportunity to view the vast industry and the professionals occupying it, in a manner that can streamline recruitment. This data can present profiles of current employees in your workplace, and correlate their background information, such as education, with their internal successes and progress. Using this data can greatly assist in the executive search and selection process by directing recruiters to those with similar background profiles as their existing successful workers. Data mining can also highlight skill sets present in successful workers, already in your workplace. It can be determined if these skills were acquired through training in the workplace or should be identified during the executive search and selection recruitment process, prior […]

Data mining is the process of converting raw data, collected by a company, into a useful resource that can benefit a number of departments, including HR and talent management during the process of executive search and selection. Data mining allows professionals working within executive search and selection, to identify patterns within large portions of data and use this to manage both employee retention and sourcing new talent.

The benefits of using data mining for talent management

Data mining is particularly useful for talent management within construction, offering the opportunity to view the vast industry and the professionals occupying it, in a manner that can streamline recruitment.
This data can present profiles of current employees in your workplace, and correlate their background information, such as education, with their internal successes and progress. Using this data can greatly assist in the executive search and selection process by directing recruiters to those with similar background profiles as their existing successful workers.
Data mining can also highlight skill sets present in successful workers, already in your workplace. It can be determined if these skills were acquired through training in the workplace or should be identified during the executive search and selection recruitment process, prior to them entering the business.
This method of information acquisition has allowed talent management professionals to effectively streamline the recruitment process, particularly in industries as vast as construction.  The data mining not only allows the process of executive search and selection to be streamlined but can also determine areas of falling employee retention.

Data mining to improve employee retention

Areas of rapid employee turnover can be identified through data mining. The profiles of these employees can then be analysed in order to recognise correlations between those leaving within certain time periods and their backgrounds, interests, education, expertise, and behaviours.
This information can then be used to better source talent that has differing and more appropriate expertise and aim to improve the employee retention in the affected sectors of the company. The results of the data can also be used to better manage internal structures and training programmes to assist in attracting new talent during the executive search and selection process and again, further increase employee retention.

The problems with data mining

Data mining can be highly beneficial for those operating a sufficient talent management strategy, however, there are a number of negative connotations associated with the practise.
It has been observed that although the data offers an invaluable idea of the attributes of a cross-section of your employees, this is not always reflective of all individuals and can lead to brash assumptions.
Relying solely on this data to support your executive search and selection practises may, in fact, damage your process through sometimes incomplete background checks and scant data collected by some organisations.
Finally, some employees are opposed to the practise of data mining as they feel this is an intrusion of their privacy. With some companies offering vague explanations of how the data will be used, employees can often feel like their private and personal information is not always in the best hands.
It is important to implement an effective executive search and selection process that uses a number of data collection practises to ensure that your business employs only the best talent and maintains a high employee retention across the board. Learn more about our talent management services, here.