People analytics is a data-driven approach to managing people at work. Those working in people analytics strive to bring data and sophisticated analysis to bear on people-related issues, such as recruiting, performance evaluation, leadership, hiring and promotion, job and team design, and compensation.

The 5-step path to people analytics:

1.Bridge the gap-To ensure you have everything you need- people, processes and technology

2. Knowing the stakeholders- involves understanding their challenges, goads and opportunities

3. Setting goals and objectives- This involves agreeing upon mutual goals and objectives

4. Assessment- Doing a reality check pf where you are and where you want to be

5.Prove success with data- Highlighting successes and areas that require improvement.

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As people are the most important asset for any organization, hence talent management is a crucial part for a successful organization. It is critical for an organization to control its people by talent acquisition, employee engagement, performance management and leadership and development for better performance.
The 5 Step paths to People Analytics:
v Identify the Stakeholders – Whichever be the area that might have been chosen, it is essential to identify everyone involved in that function.
v Establish Goals and Objectives – Quantifiable targets should be determined so that it can be assessed whether the target is achieved or not or for tracking the progress.
v Do a “reality check” – A realistic goal for improvement is to be determined.
v Bridge the gap – This step makes sure that everything that is needed for the process is present like people, processes and technology.
v Prove success with Data – Analytics in this step highlights the successes or the areas of improvement in the function.
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Despite having the technological advancements which makes the process of job finding easier and user friendly, the whole thing is not so easy and in many cases it's more complicated. Here comes the role of Big Data which is now making its way into the field of recruitment and helps recruiters to find best people for the right positions. Some companies receive thousands of resumes for a single post and with such a huge number of resumes, companies are engaging in people analytics, applying big data analytics practices to a field of prospective job seekers. Many businesses build their own resumes of candidates by identifying details from people's social media profiles on Facebook, LinkedIn, Twitter, and other sites. From these profiles, companies use big data to identify patterns of behavior, interests, skills and attitudes that they are qualifying factors for current and future job openings. So, job seekers need to manage their profiles to get a job. But, as a negative impact, there are concerns over relying on it too much and as a matter of fact a heavy use of big data also takes factors like race, gender, and religion out of the equation. However, despite the drawbacks big data is of vital importance and job seekers should put themselves in a position to take advantage of big data and utilize it to get noticed.

Read more at:http://analytics.theiegroup.com/article/53b522e83723a80d7e000065/The-Modern-Job-Hunt-How-to-Beat-the-Big-Data-System