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THE JOURNAL OF ECONOMIC SCIENCES: THEORY AND PRACTICE, V.82, # 2, 2025, pp. 4-31

Figure 6: Frequently used words
Source: Author’s findings

CONTENT ANALYSIS
Albig et al. [Albig W. BERELSON, BERNARD.1952] outlined content analysis as a
systematic and impartial approach for quantitatively interpreting the content of prior
studies. This study adopted a narrative synthesis approach for content analysis,
leveraging the actual content of scholarly work for the classification of the literature
[Briner RB, Denyer D. 2012; Zupic I, Čater T. 2014]. In the course of the content
analysis, the authors discerned various themes that have shaped the body of research
in HR Analytics (Appendix 1).

Talent Acquisition
The scholarly discourse on HR analytics has extensively examined the domain of
talent acquisition, highlighting valuable insights into its transformative potential.
Studies suggest that leveraging data-driven methodologies in talent acquisition can
lead to significant improvements in hiring outcomes, yielding benefits such as faster
recruitment process, improved quality of hire, and reduced hiring costs [Qin C, Zhang
L, Zha R, Shen D, Zhang Q, Sun Y, et al. 2023; Opada FMM, Ibrahim MBH, Irawan
A, Akbar MA, Rasyid A. 2024; Chaturvedi V. 2016; Kishnani N. 2019; Mishra SN,
Lama DR, Pal Y. 2016]. Furthermore, predictive analytics is noted to play an essential
role in identifying candidates with an increased probability of success in specific roles,
resulting in more strategic and impactful recruitment decisions [Zebua NDK, Santosa
NTA, Putra NFD. 2024; DiClaudio M. 2019].

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