Format:
38 pages :
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illustrations ;
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21.59 × 27.94 cm.
Content:
AUTHOR-SUPPLIED ABSTRACT: Abstract Companies are increasingly interested in finding ways to attract and retain talent, which, in today's competitive landscape, is the safest bet that can be made to reach a competitive advantage. However, the increasing amount of data available and the changing needs within the workforce make the traditional approaches to Talent Acquisition (TA) outdated. To address the current challenges of TA, specialists should leverage Data Analytics to gain valuable insights. Based on existing literature reviews and the specific case study of Zalando, the purpose of this research is to understand what the current main challenges of TA are and to analyze how Zalando approaches these challenges in terms of Data Analytics. Through interviews with Zalando's Talent Acquisition experts, results indicate that, while TA specialists are progressively intrigued in implementing these solutions, there are still many deficiencies in the company as a whole that do not allow for the full integration of Data Analytics. Zalando is not yet at a level of analytics maturity that allows Talent Acquisition to completely leverage Data Analytics. However, solving operational challenges first can lead to the development of models of advanced Data Analytics that could differentiate Zalando from the competition. Keywords: Data Analytics, Talent Acquisition, talent, challenges, data, Zalando
Note:
DISSERTATION NOTE: Bachelor of Arts thesis in Business Administration - International Management and Marketing, Berlin International University of Applied Sciences, 2022.
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MACHINE-GENERATED CONTENTS NOTE: Table of Contents Abstract Introduction 2. Literature Review 2.1 Data Science and Analytics 2.2 Talent Acquisition 2.2.1 Challenges of Talent Acquisition 2.4 Talent Analytics 2.5 Zalando 3. Methodology 3.1 Research Purpose 3.2 Research Approach 3.3 Research Design 3.4 Data Collection 3.4.1 The Interviews 3.5 Data Analysis 4. Results and Analysis 4.1 Theme 1: Process 4.1.1 Lead Time 4.1.2 Hiring Bottlenecks 4.1.3 Candidate Sources 4.1.4 Diversity 4.1.5 Attrition 4.2 Theme 2: People 4.2.1 Biases 4.2.2 Support 4.2.3 Interviewer Accuracy 4.3 Theme 3: Business 4.3.1 Future Employment Needs 4.3.2 Alignment 4.3.3 Costs 5. Discussion 6. Conclusion References Appendices
Language:
Undetermined
Keywords:
Academic theses
