Using HR data to tackle business problems on the ground

Sponsored by ZeroedIn


Not long ago, extracting insights from HR data was a frustrating process at best. Relevant information was usually stored in silo systems. Even when data used to be accessible, it was often incomplete, inconsistent or outdated. According to 2017 research from Deloitte: 71% of companies consider people analytics a high priority. Yet only 8% said their data was useful. Not exactly a recipe for success.

Today we face a different kind of problem. EEmployers are drowning in data. Last year, 91% of business leaders told Oracle that the massive amount of data is limiting their organization’s success.

So now we’re trying to find the right data and apply it as quickly as possible. In other words, we need smarter ways to separate the signal from the noise so we can make more informed decisions at the speed of business.

With this in mind, how would you answer these questions?

  1. Does your organization use people analytics intelligently?
  2. What insights are you lacking that could help you move your agenda forward?


If you’re interested in the role of data in HR and talent strategies, listen carefully to this #WorkTrends episode with Keith GoodeVP Customer Service at ZeroedIn Technologies. For more than a decade, Keith has led the implementation and support of the ZeroedIn platform, which helps employers turn HR, talent and business data into actionable information.

With more than 20 years of experience delivering solutions for some of the most recognized leaders in human capital management and business intelligence, Keith has a wealth of expertise in solving critical business challenges with data mining, collective listening, machine learning , predictive modeling and others. advanced analytics practices.

I think you’ll agree: Keith is an excellent resource for employers looking to get more value from workforce data. Here are some highlights from our conversation…


  • Without a purpose, technology has little or no value. Start with a meaningful business problem and leverage people who know how to remove the data onion and inform your decisions.
  • Choose tools designed for your data challenge. Innovative technology is exciting, but it may not be built for your purpose. Avoid missteps by considering the basic information you need to get from your data. Then focus on tools that can deliver actionable insights over time.
  • It’s not just about using HR data. Consider the broader context. Choose tools that fit into your organization’s workflows and IT ecosystem. They must also have the flexibility to adapt to your business functions and systems as they evolve.


How do you help organizations overcome bottlenecks in the use of HR data?

[3:24] 1. Leverage existing APIs and data sources. We do not try to make our customers meet our demands. In most cases, they already have data in their organization. So we just take advantage of that.

2. Flexibility. Our analytics model is flexible to accommodate customers’ processes and integrations, allowing us to pull data from internal and external sources. For example, we need sales or operations data, or benchmark data from the Bureau of Labor Statistics. For some customers, we’ve even brought in weather data so they can correlate it with jobs that require people to work outdoors.

3. Services. We offer a concierge team of people with more than 10 years of technical experience. They help our customers use AI machine learning to make customized predictions.

Which type of HR data is important in 2024?

[6:58] It’s still about the core principles. Number of employees. Sales. But it’s really about consistency. Reports should not be based on other logic. The numbers must match. So having a single point of truth is of utmost importance.

This is followed by aggregated data in various forms:

  • Historical data it’s just there. It is therefore important to collect this and merge it with current data.
  • Mixed data. You want to pull data from multiple systems, whether it’s your HRIS, your applicant tracking system, or enterprise systems like a call center platform. Combining and correlating that data is very useful.
  • Business data. For example, sales data is important for evaluating performance and understanding how your metrics really matter.

How is AI changing the use of HR technology?

[8:18] Well, AI has great potential, but I don’t see it changing much yet. HR is still heavily focused on human transactions via manual entry. But organizations are constantly switching HR systems in the hunt for that shiny object. And there’s a lot of hype around AI and machine learning. So we’ll see.

But I would like to see AI reduce all the manual transactions that keep HR busy with so much busy work. I’d like to see AI come into play and inform HR and business managers about what’s coming. AI should not only be for HR, but also for the business.

What is the biggest analytical hurdle employers need to overcome?

[10:06] I think the secret is to start with a strong foundation. You want to be able to say yes to all of your organization’s unique demands and deliver insights in an effective, sustainable way. This means that the process must be reproducible, so that you don’t have to recreate the wheel every time.


To learn more about how organizations can effectively apply people analytics to address key organizational issues, Visit the ZeroedIn website for case studies, articles, ebooks, and other useful people analytics resources.


To dive deeper into these and other #WorkTrends topics, follow us Apple podcastson Spotify, or wherever you listen to podcasts. And while you’re here, be sure to subscribe so you don’t miss future episodes!

Would you also like to continue this conversation on social media? Follow TalentCulture or use our #WorkTrends hashtag anytime Tweet, LinkedInAnd Instagram. Let’s talk!

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