Analytics in the Workplace: A Q&A with Jackson Lewis on Employment Law Data Science
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Q: Analytics is all the hype in legal tech. How is Jackson Lewis jumping onboard?
A: We provide predictive analytics services that leverage data reflecting past events to inform future decision-making. For example, we can help optimize recruiting functions by examining those qualifications of past successful hires to help inform talent acquisition teams’ recruiting efforts. Additionally, we provide predictive pay analyses that leverage past pay data to inform appropriate pay setting for employees and future hires. We have also begun helping clients recognize the power they hold in data that they have not previously used. For example, we assist clients with assessing employee engagement by examining building card swipes, GPS records, and the like. This can be particularly helpful during litigation involving hours worked, for example.
Q: What sort of advantage does an employer using analytics have over an employer who isn’t using it?
A: The use of data analytics allows employers to make more informed data-driven decisions rather than relying on intuition alone, resulting in minimizing human error and ensuring decisions are made consistently and in compliance with applicable law. The use of data analytics can also help employers proactively strategize and implement positive changes effecting affecting HR, compliance and other business functions. We can help employers digest and analyze large volumes of data in a time-efficient manner, thus better equipping the organization to move forward and succeed in its business goals.
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