Hire for a people analytics role by stealing from the big management consulting firms’ playbooks
By | Matthew Hamilton | Head of HR Strategy & People Analytics at Protective Life
As the idea of data-driven HR continues to gain more traction, people analytics leaders will sooner or later have the opportunity to hire new employees into their teams, rather than relying upon an a decentralized approach. Recent research from Insight222 revealed that investment in people analytics teams is becoming even stronger, with most companies planning to add headcount.
But this opportunity can also present a challenge. People analytics is still a new enough discipline that the pipeline of talent may not have much prior direct people analytics experience. So how does a people analytics leader hire someone with little or no direct experience, but who possesses the mindset and skillset necessary for success?
In my experience (and take it for what it’s worth), people analytics job postings will tend to get a lot of applications from candidates with HRIS and general HR background experience. Although there is nothing inherently wrong with a candidate coming from that background, sometimes that nature of traditional HR work lends to employees with mindsets not as well suited for people analytics. Sometimes many very successful people analytics professionals actually come from outside HR.
The challenge for you as the hiring manager is to see beyond a candidate’s background and experience, and gain confidence that a candidate will be able to succeed in your position. Your first step is to know exactly what you’re looking for.
