Submitted in partial fulfilment of the course

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HR Analytics

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Submitted to

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Dr. Rajesh Save

Submitted by
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Simran Adwani HRA079

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Case :
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IIMJOBS.COM :Integrated Analytics for Talent Management

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Date :

21st November 2019

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 1. Is the HR analytics data presented by Calculus robust for talent management
decisions by the industry? Why or why not?

Considering the talent landscape, HR professionals continue to face challenges to gather

data in the industry. Initially , the data was collected informally from peers within the
industry and was used to analyse the trends in the business. Data was not that accurate.
Thus, companies relied on job market analyses carried by big consulting firms. The data
gathered was being used for making talent management decisions as well as compensation
benchmarking .

Organisational Internal data was used as reference point for planning the current and
future talent requirement , external data such as talent availability and associated costs was

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needed to hire for future needs. Businesses today expect HR function to provide data

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driven decisions around cost of hiring , re-locating and improving skills of talent as well as

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predicting attrition trends and costs of future talent needs. In the absence of dynamic data ,

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HR departments stick to qualitative inputs , which affect the reliability of decisions.
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The Calculus platform was one stop for all talent trends and source of dynamics skills
availability. The interface was very simple compared other skill-search platforms. All the
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data such as company details ,short term versus long term employment, queries and other
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details were presented in a manner that made it easy and quick. It helps recruiter study five
dimensions related to hiring :
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COMPENSATION:
Curent and expected
salary trends , range
means , median ,
salary , gender and
age
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AVAILABLITY INDEX :
Expexted notice GEOGRAPHICAL
period across :Talent density and
different roles , salary ranges in a
seniorities and particular location
functions.
Hiring
Decisions

AVERAGE TENURE GENDER DIVERSITY :

:Talent expectations Gender-related
in terms of expected distribution of talent
stability and future and its interaction
attrition with other factors

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 Thus , all the data available helps to know about talent availability in a meaningful manner
and thus simplifies HR decision making and aids realistic planning.

2. What new features can be built into Calculus to meet the talent management
needs of the industry?
Following are new features that can be built into Calculus to meet the needs of the industry :
 Most of recruiter’s work is operational in nature. Use of artificial intelligence and
machine learning to automate the operational work, would reduce the time taken by
recruiter.
 Another feature that be taken into account is use of intelligence to trace past
performance and growth of employees in their organisations.

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 Calculus can also include custom chatbot that automates data collection and

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determines whether candidates meet recruiting requirements. Competency-based

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assessments evaluate candidates for the skills needed the most.

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Information about how many times the applicant’s resume had been shortlisted for
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similar jobs
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3. Should iimjobs.com diversify to create a more representative database for

Calculus? What are the merits and demerits of such a strategy?
Yes , iimjobs.com should diversify to create a more representative database for Calculus. The
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feedback received from various clients , has been highly positive . Calculus makes process of
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decision making easier and aids realistic planning. However that are various issues that
iimjobs.com will have to look into, such as:
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 Every segments has its own set of requirements. For example : Job seekers from
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premium schools look from premium job opportunities. Definition of premium

institution itself changes as new institutions enter every year in top lists.
 Also from a recruiter’s point of view , gatekeeping at their end , might lead sub
optimisation of the talent pool. Recruiters prefer selected data base to search from.
 These leads to a paradoxical situation, data from job seekers is basis of market
analysis and limiting the number of job seekers , will also limit the insights from
Calculus.
 It will also affect the brand identity and attract lower quality talent pool .

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