The impact of predictive HR analytics on enhancing the quality of recruitment decisions The mediating role of HR data governance

Abstract

The aim of this research is to analyze the impact of predictive human resource analytics on the quality of recruitment decisions at the Al-Karkh Health Directorate, while also examining the mediating role of human resource data governance in this relationship. The researcher adopted a descriptive-analytical approach, and the sample consisted of 158 respondents selected using stratified random sampling from a study population of 453 individuals, comprising administrative and healthcare staff at the Al-Karkh Health Directorate. A standardized questionnaire based on a five-point Likert scale was used as the primary data collection instrument, and its validity was verified by 13 academic and healthcare experts. Cronbach's alpha coefficient (α=0.95) indicated excellent reliability for the overall scale.

Statistical analysis revealed a highly significant, direct, positive effect of predictive HR analytics on the quality of recruitment decisions (β=0.67, p<0.001). The results also demonstrated that HR data governance plays a partially mediating and enhancing role in this relationship (indirect effect = 0.234, CI = [0.13, 0.35]). The dimension of predictive HR needs emerged as the most influential (β=0.57). Based on these findings, the researcher recommends establishing a comprehensive HR data infrastructure within the Al-Karkh Health Directorate, supported by robust data governance, as a prerequisite for the success of any predictive analytics system