Written by Gilles Meurisse

They could not emphasize it enough during our webinar: their most important advice is “Keep it simple.” HR data analysis does not have to be abstract or complex. Based on their experience, Chris and Anne have found that simplicity is often the key to success. For many organizations, data can initially feel intimidating or difficult to relate to, and it adds little value if it is not translated effectively into practice. That is why it is crucial that the insights generated from data can be communicated clearly to stakeholders. Creating clear and accessible data visualizations is an important step that should not be overlooked.

Not only should the communication of data remain simple, but the collection of data from different sources should be kept straightforward as well. Randstad therefore recommends involving HR professionals as much as possible in this process. They are the people who work directly with survey tools and other data collection methods. As part of the project to optimize their retention strategy, Randstad trained around twenty HR professionals on which data should be collected and how it could be gathered correctly and consistently. When everyone understands the process and can work with the data, data collection becomes much simpler and more effective.

Another advantage of having all employees collect data in the same way is the positive impact on data quality. This is a crucial aspect of modern business operations. Randstad Group noticed that there was a lack of a centralised approach to managing data related to its retention strategy. To address this issue and ensure the collection of reliable and actionable data, they implemented a standardized method for data collection.

This approach includes clear guidelines and processes to ensure consistency and accuracy. For example, correctly formatting data can add enormous value. When data is structured properly, analytical tools can recognize numbers as numbers and dates as dates, rather than producing misleading outputs, such as calculating the average of employees' education levels. In addition, they place strong emphasis on continuously and critically evaluating the data they collect. This critical assessment does not always have to be purely quantitative. As in many other organizations, the intuition and experience of HR managers remain extremely important. The entire HR team is encouraged to review the data and combine it with their own observations and experiences. In other words, intuition is far from dead.

In today’s dynamic business environment, Randstad Group has learned several important lessons that have contributed to the success of its retention strategy. First, it became clear that more communication with internal stakeholders was needed. Every HR officer has their own individual learning curve, and providing clear information about changes helps accelerate the adoption process.

A second valuable lesson was the need forglobal alignment. As an international organization, Randstad Group faced challenges in creating consistency and collaboration across different regions and departments. The extent to which this can be achieved depends largely on effective communication and a willingness to embrace change.

Finally, and just as importantly, Randstad realized that limits needed to be set on the number of tools used to collect data. In a data-driven environment, it can be tempting to use every available tool to gather information. However, Randstad found that having too many tools can become overwhelming and reduce efficiency. By critically evaluating and streamlining its data collection processes, the organization gained valuable insights while maintaining focus on the most important KPIs and business objectives.

After these two successful webinars, we are delighted to announce that a third webinar will take place on June 8. This time, Seppe Jeuris will share how high-quality data can help reduce overtime. Registration is still open via the event page. Highly recommended!

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