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How do you answer executives that ask "What good comes from tracking people data?"

edited March 2019 in Design

I've heard this question quite regularly and very little convinces them of how essential this is.

Tracking people data, more often than not, doesn't seems to be considered a "must have" from a business priority perspective.

Any tips?



  • When we’re in the Diagnose aptitude of Talent Optimization, it’s important that we have data to help us make decisions on all things people related within the organization. As talent optimizers, we diagnose and optimize everything from candidate experience to time to fill new roles and even candidate drop off rates. With all of this information, we’re able to provide a better candidate experience, help hiring managers and teams fill roles at a more efficient rate and come up with more effective ways to reach out to candidates to ensure that they are completing the assessments during the hiring process.

    Because of our ability to dig into the numbers, we gain a look into where we stand on any given search at a very granular level which allows us to address the biggest bottlenecks in the process, make the necessary changes and right the ship on our way to a more higher quality recruiting process. 

  • Great question! I've felt the same way when talking to execs about the importance of data and analytics in marketing.

    I like to frame it differently: Would you treat an illness without first knowing what it is? How would you pay your bills, if you didn't know how much they were or what your bank balance was? Would you take a wrench to your car without doing a diagnostic?

    Data is the basis of a diagnostic. You just honestly can't make intelligent decisions without it.

    Tracking people data allows you to identify, objectively, what's really going on in your business. Unfortunately, execs are often the last to know about people problems in their organization, because subordinates don't always manage up or speak up. Tracking people data gives execs more insight than they would probably otherwise get through word of mouth so they can intelligently make decisions about their people strategy.

    Hope that helps! :)

  • Love your response, Greg!

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