The first order of business for any HR department is keeping the company’s best performers happy, productive and growing so they don’t walk out the door. But when you consider how businesses have historically made most of their talent management decisions, you’ll find a somewhat scary mix of decisions based on guesswork, gut feel and anecdotal conversations.

Before the advent of Big Data, it was tough for employers to analyze and optimize things like their hiring patterns, employee compensation and retention. Thankfully, those days are behind us! But the process of collecting, interpreting and then acting on Big Data can still be a daunting task for many employers.

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