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Could You Deliver on This People Analytics Challenge? Unify Candidate Data (ATS) with Employee Data (HRIS)

How long would it take and how many resources would you need to:

  • Unify Candidate Data from Your ATS with Employee Data from Your HRIS

People Analytics Challenge #1

How long would it take and how many resources would you need to:
  • Unify Candidate Data from Your ATS with Employee Data from Your HRIS

Your challenge starts in the fact that these transactions are executed and stored in separate segments or modules within your transactional systems of record - or most frequently, in an entirely different system altogether.

This may be a combination of an ATS, an HRIS and/or a payroll system.

The complexity is then compounded by the fact that the hiring transaction data (for a candidate we will call “Jim Wong”) must, for analytical purposes, be mashed with the data collected in your HRIS or HCM related to that same person, now an employee (not a candidate anymore) who is identified in your HRIS through an Employee ID and his name - “James Wong” (aka - “Jim Wong”).

So the proper names in your ATS and HRIS mean the same, are the same, but they are different.

In addition, there is no consistent “bridge” between Mr. Wong’s candidate data in your ATS and his employee data in your HRIS.

But this is just the start.

Once you’ve consolidated all of those transactional data points about Jim/James and every other candidate/employee - you then need to store them in a way which is people-centric - not transaction-centric - and in a platform capable of powerful data discovery relevant to people analytics use cases.

If you'd value this type of people insight, but you'd have to move mountains to get it, then it's time to explore other options

Download our new infographic, 13 Key Considerations to deliver true people analytics. You may find a much better fit for your HR Reporting and People Analytics needs.