why your hr department needs big data

Size: px
Start display at page:

Download "why your hr department needs big data"

Transcription

1 why your hr department needs big data

2 why your hr department needs big data 2 Introduction Big Data is a term that increasingly is used to describe the emerging industry of analyzing multiple databases in a scientific way to get answers that can help business leaders make decisions and predictions. hired, where they came from, how they re doing at the company and what career paths they might be on. Any single database -- hire dates, for example -- is useful on its own, but the concept of Big Data is to take multiple databases and make them work together, like instruments in an orchestra. The result is greater than the sum of its parts. and identify areas of improvement. This white paper will examine the trends that have made this kind of data analysis possible, provide concrete examples of how it works and explore what this opportunity means for HR departments at companies of any size. HR departments in particular are sitting on enormous amounts of potentially useful data about every employee -- when they were More companies are discovering the benefits of using Big Data principles to enhance employee experience, boost performance Understanding Big Data One of the main misconceptions about Big Data is that it s a magic wand, a mysterious and almost supernatural way to make predictions about anything that might happen at a business. In reality, it s simply a faster, more powerful and more efficient way to examine and analyze data that a company has. It can t come up with information you don t have, explains Peter Cappelli, director of the Center for Human Resources at the Wharton School and education professor at the University of Pennsylvania. It can only look at information that is already being collected, and mainly it looks at relationships within such data. Unless the employer already has information about something, Big Data approaches no use, Cappelli says. HR really will be changing because the volume of data is increasing, and the HR manager will have to change the way they look at candidates, the way they hire, the way they manage online and offline recruiting processes. Jeant-Paul Isson Most companies are likely familiar with the data analyses that make up the concept of Big Data, and already are collecting data that they could use in analytics. To get good results from an analytics project, you need a few things, says Rusty Frioux, owner of DataClear, a business analytics advisory and technical services firm. First off, you need data that has been collected consistently over time. Secondly, you need management with a good set of business questions for study. Thirdly, you need analysts trained in a few basic methods, a good understanding of your business and the data systems used to manage it.

3 why your hr department needs big data 3 Many companies likely already have a lot of useful data they can examine with analytics, and human resources departments should be prepared for an increase in the volume of available data as time goes on, says Jean-Paul Isson, global vice president of predictive analytics and business intelligence for Monster Worldwide and author of Win with Advanced Business Analytics: Creating Business Value from Your Data. The increase of volume and the variety of data will impact business as we know it, Isson says. HR really will be changing because the volume of data is increasing, and the HR manager will have to change the way they look at candidates, the way they hire, the way they manage online and offline recruiting processes. More importantly, they ll be using Big Data to harness and optimize their workforce. If an HR department is interested in bringing Big Data analytics to their company, it will be important to have buy-in from managers at the business. Well-planned data reporting, clever visualization and analysis that will confirm or deny a specific business hypothesis or find unexpected insights from company and industry data are key aspects of Big Data, Frioux says. But to do anything with it, most importantly, [you need] executive sponsors that are willing to take action on the answers you find. While many businesses have always been interested in data manipulation, database crunching and predictive analysis, three major trends have inspired the rapidly growing interest in the use of Big Data principles. Big Data Growth in Zettabytes 1,2 Zettabyte Just how BIG is a Zettabyte? 10 TERABYTES in Pages of Printed Text 3 1 Zettabyte 1,073,741,824 Terabytes That s 107,374,182.4 Libraries of Congress 1 Sources: Nasscom -CRISIL GR&A analysis 2 Reuters graphic/catherine Trevethan 05/10/12 3 What s a Byte, Megabytes, Gigabytes, Terabytes... What Are They?, (accessed 25 Jul. 2013)

4 why your hr department needs big data 4 Moore s Law 1 Increase in Transistor Count (Logarithmic Scale) 2,600,000,000 1,000,000, ,000,000 10,000,000 1,000,000 Pentium 4 Pentium 3 Pentium 2 AMD Pentium 10 Core Xeon 8 Core Xeon Intel Core i7 Atom 100,000 Intel ,000 2,300 Intel 4004 Intel 8080 Intel Massive Increases in Computer Processing Speed More powerful computers make it possible to manipulate larger databases and to find connections better than ever before -- and that is expected to continue. There s something called Moore s Law, named after Gordon Moore, says Patrick Riley, CEO of Modern Survey. He was one of the founders of Intel, and in the mid- 60s he said computer processing power is going to double every year to two years, for the next 10 or 15 years. That s actually carried through to our current time. The first iphone has about one-eighth the processing power that the current one does. People predict that these improvements are going to stop, but it s not going to stop anytime soon. It s going to continue on for years and it s absolutely remarkable. Increased Transparency Employees and companies have adapted to increased transparency of personal and professional information. Many professionals maintain an active LinkedIn account describing their work experience, skills, training and education. This data is beneficial to employees who wish to remain marketable in a competitive workforce, and it s also beneficial for companies who wish to search and recruit for specific talents and skill sets. HR departments commonly have employee data such as length of service, performance evaluations and personality or morale surveys, and there are other, less obvious databases that may be available as well. By 1 ASML, Sustanability, Enabling Innovation, (accessed 25 Jul. 2013)

5 why your hr department needs big data 5 combining HR employee data with new social networking datasets, there are substantial sets of data to consider for analysis. Even computer monitoring can result in useful data, as long as the company is comfortable with the ethics of doing so, and knows what kind of data it is looking for. Simpler Integration Databases can connect better than ever before through APIs (Application Program Interface), data push and data pull. Really, it s cloud computing, says Isson. You don t spend money on infrastructure and servers and all that. It s fast, so you can do more than you did before. You can crunch data from multiple databases with larger volume and velocity. The options, Isson says, can become overwhelming. That s also the challenge you have with Big Data, he says. The HR manager sees all this data increasing, and they don t know where to start. But [data collection and storage] will enable them to lever the power of Big Data more than they did before. Sometimes knowing what to leave out is the most important step. Just because you have access in terms of data, that doesn t mean it s important, Riley says. One very, very important thing that people need to understand is that there are data points that are more valuable than others. We can do a lot with data, and manipulate it in a lot of ways, but that doesn t mean we should be doing that. Not all data are created equal. To get a handle on the concept of Big Data, think about it in two parts. There s the mechanical piece, the IT piece, Frioux says. How do we take all this river of information and feed it into tables or databases or systems, so that we can ask questions of it? That s a big piece of it. The other piece, the sort of powerful edge of the practice, is the decision science piece. Once we have a business question, how do we get an answer that is scientifically valid and useful out of that sea of data? Requesting DATA from TWITTER through API Your HR APP needs DATA from Twitter Your HR APP requests DATA through Twitter s API Twitter retrieves DATA Twitter returns DATA to your HR APP through API

6 why your hr department needs big data 6 Driving HR Functions Through Science As currently used, the phrase Big Data is, at heart, the application of investigative methods practiced by scientists in other fields to business problems -- and the techniques used to organize and refine the massive business data sets available to solve those problems. It s valid to think about a Big Data problem like you would many other scientific problems, even calling up the old scientific method taught in schools around the world, Frioux says. The first thing you d do is come up with a hypothesis. For example, if you want to know who to hire for which job, you might guess that Workers with high IQs will perform better in our organization than workers with low IQs. You d then go and get the data sets that you need to test for that question, if you have them. With some basic analysis you can then know with reasonable statistical certainty if IQ is or is not correlated with performance in your organization for this set of workers in these jobs. It s then up to the analysts and managers to determine what those results mean and how they might be applied to the organization as a whole, Frioux notes. see who might succeed at a company, who might stay at a company longer -- and who might not be a good fit. Imagine hiring for a sales position, Riley says. By combining skills and personality assessments that candidates currently complete with external social media data such as influence scores like Klout, organizations will have a much better idea if one candidate has the skills, personality and relationships to be successful in the sales position. And it goes both ways. Candidates will be able to get more insight into the organizations where they may be applying, Riley says. Prospective employees can match their skills and cultural traits with ideal organizations for them. Even specialty workers, such as welders or health care specialists, can learn in real-time where good jobs are. Big Data also comes into play with online recruiting, says Isson. He says Monster leverages Big Data to find performance metrics in hiring decisions. Every job that you post, you can tell how the job is performing compared to the benchmark, he says. If you post a job in New York, and the category has been on the site for three or four days, we can provide you with statistics of a similar job that might be getting 300 views with 30 applications. If your specific job is getting 200 views and five applications, you would be able to see its performing average. The good news is we can then leverage Big Data to provide the best practices to improve the ad. We re looking at millions of postings and then we run multiple models to assess the performance of jobs. We can optimize where and when to post the job, and [find] where you get the best response for the jobs. 37% of employers are using social sites to research job candidates 1... Which sites are employers frequenting most? Facebook 65% Recruiting Using Big Data can help companies identify the best hires and use predictive analysis to Linkedin Twitter Other 63% 16% 17% 1 Career Builder, April 2012, Survey conducted within the U.S. by Harris Interactive on behalf of Career Builder among 2,303 hiring managers and human resource professionals between February 9 and March 2, 2012.

7 why your hr department needs big data 7 Performance Tracking employee performance with Big Data can identify processes that need to be improved or highlight issues that weren t clear before. It can also make predictions on an employee s likely performance -- or whether they will leave the organization. Modern Survey's Heat Platform View employee engagement levels in a 9-Box. Employee Engagement Percent Favorable Scores Right now, we re able to look at the effectiveness with which someone is onboarded into the organization and make predictions on how engaged they will be after a year, Riley says. We can make predictions on the likelihood that they will reach their performance goals, and how long they will stay with the organization. We re able to predict the chance that someone who responds a certain way to a survey question is close to leaving the organization within a year. This is a current Modern Survey capability. This kind of predictive analysis can save a company a lot of money -- if something in an employee s first few days at a company can drive her to leave within a year, changing that becomes an important part of employee retention. In order to make these kinds of analyses, companies will need to assess employee attitudes regularly to have data to track. At a bare minimum, performance and engagement should be assessed annually, says Riley. Optimally, engagement should be measured every six months or quarterly. It doesn t have to be this really big engagement survey -- quarterly measurements can just be check-ins, a three-minute or five-minute survey. Then do an annual survey where it s a little more involved in the results. Think about really talented athletes. Good coaches give feedback constantly. This level of feedback ought to be happening in the workplace as well, and technology is enabling that. The use of our solution mperform is not a performance assessment or evaluation, it s management, and management implies constant feedback. Benefits Riley describes a scenario where companies build benefit profiles by job type, modeled on what other employees have chosen and what their satisfaction level was. That information could be shared with each new hire, he says. That, coupled with the new hire completing a preferences assessment, will enable recommendations for tailored benefits packages. The result is employees receiving optimized benefits, while the organization can reduce costs by eliminating benefits that aren t useful for employees.

8 why your hr department needs big data 8 How Big Data Is Changing HR Now While discussions about HR/Big Data can sound overwhelming, the results are clear and simple. Correlating data to performance can help identify parts of a process that need improvement. For example, examining how effectively a person is onboarded into an organization and how that correlates to that employee s other data (attitude toward work, effectiveness as an employee, short-term performance and so on) highlights areas where other onboarding processes result in better outcomes. Big Data analysis can also be predictive -- examining an employee s data can result in predictions about the employee s long-term engagement with the organization. It s changing the role of recruitment in HR, Isson says. Forward-looking companies are looking at predictive analysis for at-risk employees. They identify the top performers who are at risk of quitting. They can leverage employee satisfaction -- have these performers attending conferences, checking their social media presence, looking at the distance they go to work, the interaction with their peers -- to create this score. Why is this employee at risk of quitting? [Hewlett-Packard] was able to score an entire employee population, 330,000 people, to come to an at-risk-to-leave score for every employee. They had the managers focus on the top performers to make sure they didn t leave. They addressed the issues found through predictive modeling. What s Next The current way of hiring a salesperson, for example, consists of looking at resumes, interviewing people and checking their references. By using Big Data, hiring managers will be able to take one metric -- such as social media influence -- and integrate that with performance metrics and financial results to better identify the best hires. This predictive capability will start earlier in the process by gathering and integrating assessment data, social influence, experience and other data that will affect performance with onboarding, engagement and tenure data, Riley says. Models will continue to evolve and become more precise. Isson compares the predictive part of Big Data to Siri, the Apple ios search feature that tries to provide information a user might be looking for, not just an answer to a question. Siri does a semantic search, information you would request, he says. It s semantic behind the scenes. We believe that kind of work is a game changer. That will be the challenge for the HR manager, he says of grasping the implications of predictive analysis. It will optimize day-today activities. While the use of data analytics and predictive analysis might sound like a cold new world of management, experts say there will always be a need for the human touch, and that Big Data is simply another tool to manage effectively. Human intervention will always be necessary, Isson says. Big Data can do the preliminary machine work, such as looking through resumes. Going through a gigantic mound of resumes shouldn t be done by humans; we have a machine that can do that. Then you can find more effective candidates, and increase your own productivity as well. The human still has to be there to make that judgment.

9 why your hr department needs big data 9 Conclusion Some companies are reluctant to use Big Data in HR because they are intimidated by the technology or feel like they don t have data that could be useful to such analytics. But companies that incorporate Big Data into HR practices are finding that the results speak for themselves -- more effective processes, better hires, less turnover, increased productivity. Big Data, no matter how you define it, isn t magic. It can t take the place of well-crafted business strategies or good managerial instincts, says Frioux. It can, however, help good managers make better decisions by minimizing the guesswork in both day-to-day and strategic decision making. If we can use data to improve the employee experience, we have an obligation to the employees at our organizations to do that, Riley says. The employee experience for the vast majority of people in this country and around the world is less than optimal. If we can use data to fix that, we absolutely have to. To learn more about how to create and implement a Big Data strategy at your organization, Modern Survey is here to help you. Please or call to schedule an appointment with one of our representatives.

10 about us Modern Survey measures workforce intensity that fire in your company s belly that makes all things possible. Our human capital measurement software combines feedback, benchmarks, and data from enterprise systems to elucidate the correlation between employee performance and company success. We analyze the stuff your talent management system can t so that you know what to do next. We are Modern Survey. And we are relentless. Find us at Tyler St. NE, Suite 170 Minneapolis, MN (866) modernsurvey.com 2013 Modern Survey

HR STILL GETTING IT WRONG BIG DATA & PREDICTIVE ANALYTICS THE RIGHT WAY

HR STILL GETTING IT WRONG BIG DATA & PREDICTIVE ANALYTICS THE RIGHT WAY HR STILL GETTING IT WRONG BIG DATA & PREDICTIVE ANALYTICS THE RIGHT WAY OVERVIEW Research cited by Forbes estimates that more than half of companies sampled (over 60%) are investing in big data and predictive

More information

compensation and employee motivation

compensation and employee motivation compensation and employee motivation compensation and employee motivation 2 Introduction If your employees report that they are unhappy with their pay, should you pay them more? If they say that total

More information

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS INCREASE YOUR Stop guessing and start making smarter decisions about your workforce TALENT IQ CORNERSTONE INSIGHTS BUSINESS LEADERS OFTEN SAY EMPLOYEES ARE THEIR MOST VALUABLE ASSET. But how much insight

More information

When Engaging the Right Talent, One Size Does Not Fit All

When Engaging the Right Talent, One Size Does Not Fit All When Engaging the Right Talent, One Size Does Not Fit All Candidate Preferences in Job Search and Interview Practices This is the first in a five-part series from ManpowerGroup Solutions analyzing the

More information

hit the ground sprinting accelerated performance through effective onboarding

hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding 2 if you ve questioned the business impact of

More information

BIG DATA, BIG WIN POINT OF VIEW 5 REASONS TALENT ANALYTICS IMPROVES HIRING

BIG DATA, BIG WIN POINT OF VIEW 5 REASONS TALENT ANALYTICS IMPROVES HIRING POINT OF VIEW ARTICLE BY SCOTT ERKER, PH.D. SENIOR VICE PRESIDENT, SELECTION SOLUTIONS GROUP, DDI BIG DATA, BIG WIN 5 REASONS TALENT ANALYTICS IMPROVES HIRING Business organizations are embracing talent

More information

DEFINE YOUR SALES PROCESS

DEFINE YOUR SALES PROCESS DEFINE YOUR SALES PROCESS TO GROW YOUR BUSINESS Internet Marketing 101: How Small Businesses Can Compete with the Big Guys DEFINE YOUR SALES PROCESS TO GROW YOUR BUSINESS A strong and effective sales team

More information

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

An Employee Centric Approach To HR Employee Experience Journey Mapping (EXJM)

An Employee Centric Approach To HR Employee Experience Journey Mapping (EXJM) An Employee Centric Approach To HR Employee Experience Journey Mapping (EXJM) Table of ConTenTs 03 Executive Summary 04 We re all on a journey... 04 More of the same from HR isn t going to cut it 07 Does

More information

Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent

Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent Sreenath Kamasamudhram, BizTech Introduction Today's Human Resources (HR), talent and learning executives face strategic challenges,

More information

Guide To Successful Social Recruitment Through Refe r r a l s Page 1. White Paper. Guide To Successful Social Recruitment Through Referrals

Guide To Successful Social Recruitment Through Refe r r a l s Page 1. White Paper. Guide To Successful Social Recruitment Through Referrals Guide To Successful Social Recruitment Through Refe r r a l s Page 1 White Paper Guide To Successful Social Recruitment Through Referrals Guide To Successful Social Recruitment Through Referral s Page

More information

Measuring your most important Asset: Human Capital

Measuring your most important Asset: Human Capital Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time

More information

How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper

How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper by: Kevin G. Hegebarth Vice President, Marketing HireIQ Solutions, Inc. 1101 Cambridge Square,

More information

Recruitment Process Outsourcing:

Recruitment Process Outsourcing: Recruitment Process Outsourcing: What You Should Look for in an RPO Provider James F. McCoy Vice President & RPO Practice Lead It used to be that companies looked exclusively at cost and process to identify

More information

customization and one-to-one marketing. New products and services can now be

customization and one-to-one marketing. New products and services can now be A Markets of One Approach to Employee Engagement By Kevin D. Wilde and Cheryl Bethune Over the last few years, consumer marketing has entered a new era of extreme customization and one-to-one marketing.

More information

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11 Three Hot Trends in Recruiting and Retaining Sales Talent The Miller Heiman Sales Performance Journal, Volume 2, Issue 11 Copyright 2007 by Miller Heiman,

More information

Workforce Analytics Enable Smarter Decisions

Workforce Analytics Enable Smarter Decisions Ventana Research: Workforce Analytics Enable Smarter Decisions Workforce Analytics Enable Smarter Decisions Finding the Right Tool for Human Capital Management White Paper Sponsored by 1 Ventana Research

More information

THE EVOLUTION of Talent Management Consulting

THE EVOLUTION of Talent Management Consulting Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE

More information

the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions

the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions 2 THE HIGH TECH INDUSTRY has remained remarkably resilient in riding the economic roller coaster of recent

More information

State of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9

State of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9 State of Washington Guide to Developing Succession Programs Updated November 2008 Page 1 of 9 Introduction The purpose of succession planning is to develop a pool of internal candidates for future vacancies.

More information

Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent

Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent Session ID#: 14593 Focus on Oracle Taleo Recruiting Enterprise Cloud Service Prepared by: Sreenath Kamasamudhram Oracle HCM

More information

LIFE HACKS TO EMPOWER YOUR SMALL BUSINESS

LIFE HACKS TO EMPOWER YOUR SMALL BUSINESS LIFE HACKS TO EMPOWER YOUR SMALL BUSINESS Find Your Company s It Factor What is Zane Benefits? Zane Benefits is the leader in individual health insurance reimbursement for small businesses. Since 2006,

More information

Page 1. The Seven Deadly Sins of Recruiting

Page 1. The Seven Deadly Sins of Recruiting Page 1 The Seven Deadly Sins of Recruiting Table of Contents Introduction 3 I usually just find them and forget them. 4 I m supposed to track that? 5 I have enough prospective candidates today, so why

More information

PSI Leadership Services

PSI Leadership Services PSI Leadership Services Strategic Solutions for Your Leadership Needs Select, Promote, & Develop the Leadership Talent Needed to Drive the Growth of Your Business SOLUTION BENEFIT/OBJECTIVE TYPICAL PROJECTS

More information

How to Select, Manage & Implement an RPO

How to Select, Manage & Implement an RPO Top 10 Tips: RPO How to Select, Manage & Implement an RPO We show you how a good RPO will go above and beyond the label - and how to find the right one for your company. Stakeholders RPO shouldn t be just

More information

Test your talent How does your approach to talent strategy measure up?

Test your talent How does your approach to talent strategy measure up? 1 Test your talent How does your approach to talent strategy measure up? Talent strategy or struggle? Each year at Head Heart + Brain we carry out research projects to help understand best practice in

More information

Employee Surveys: Four Do s and Don ts. Alec Levenson

Employee Surveys: Four Do s and Don ts. Alec Levenson Employee Surveys: Four Do s and Don ts Alec Levenson Center for Effective Organizations University of Southern California 3415 S. Figueroa Street, DCC 200 Los Angeles, CA 90089 USA Phone: 1-213-740-9814

More information

The New Business of Business Leaders. Hiring and Onboarding

The New Business of Business Leaders. Hiring and Onboarding The New Business of Business Leaders Hiring and Onboarding In the new millennium, leading business organizations capture data about people, turning it into actionable information, and using it for making

More information

THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS

THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS What makes a high-potential? Quite possibly not what you think. The HR Guide to Identifying High-Potentials 1 Chapter 1 - Introduction If you agree people are

More information

1 Executive Onboarding Reward vs. Risk

1 Executive Onboarding Reward vs. Risk 1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their

More information

Talent Analytics. Compare Your Talent against the Best in Your Industry

Talent Analytics. Compare Your Talent against the Best in Your Industry Talent Analytics Compare Your Talent against the Best in Your Industry How Effective are Your People Strategies? The largest proportion of an organization s expenditure is on its people. But how effective

More information

Social Media & Human Resources: Strategic Partners for Success. By Meredith Chapman and Holly Norton

Social Media & Human Resources: Strategic Partners for Success. By Meredith Chapman and Holly Norton Social Media & Human Resources: Strategic Partners for Success By Meredith Chapman and Holly Norton Social Media & Human Resources: Strategic Partners for Success By Meredith Chapman and Holly Norton Introductions

More information

The 5 Forces that are Changing Employee www.namely.com Performance Reviews

The 5 Forces that are Changing Employee www.namely.com Performance Reviews REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews 1 REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews Summary This

More information

Seven Things Employees Want Most From Their Training

Seven Things Employees Want Most From Their Training RESEARCH REPORT Seven Things Employees Want Most From Their Training Executive Summary In 2013 we set out to discover what 1,001 office workers really think about training. Commissioning Opinion Matters,

More information

Workforce Reputation in the Cloud. Human Capital Management Better Understands its Workforce

Workforce Reputation in the Cloud. Human Capital Management Better Understands its Workforce Workforce Reputation in the Cloud Human Capital Management Better Understands its Workforce If only HR knew what HP knows, we would be three-times more productive. Lew Platt Former Chairman, President,

More information

Learning and Analytics: Business Briefing

Learning and Analytics: Business Briefing Business Briefing SUCCESSFACTORS / Business Briefing : Business Briefing Why learning with analytics bridges the gaps in your workforce s capabilities, improves performance and delivers a quantifiable

More information

The Talent Management Life Cycle Process

The Talent Management Life Cycle Process The Talent Management Life Cycle Process Organizational Plan Recruiting Plan Development Plan Retention Plan Assessment Plan The Talent Management Life Cycle Process Every organization struggles with the

More information

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services Employee Engagement Drives Client Satisfaction and Employee Success in In professional services, business success is achieved through employee success. Organizations that prioritize top talent gain competitive

More information

Internet Marketing: How to Dethrone the Change Management Process

Internet Marketing: How to Dethrone the Change Management Process Internet Marketing: How to Dethrone the Change Management Process By Introduction Change professionals are stuck in an analog world of change processes, checklists, and best practices, while the rest of

More information

OVERVIEW OF PREVUE HR S PRODUCTS & SERVICES

OVERVIEW OF PREVUE HR S PRODUCTS & SERVICES OVERVIEW OF PREVUE HR S PRODUCTS & SERVICES SUCCESSFUL HIRING DELIVERED THROUGH OUR PROVEN 3-STAGE PROCESS: Job Analysis Recruiting & Screening Interviewing & Hiring What We Do Over the last 10 years,

More information

Sage HRMS The best team wins: Ten tips to hone your recruiting, hiring, and onboarding processes

Sage HRMS The best team wins: Ten tips to hone your recruiting, hiring, and onboarding processes Sage HRMS Ten tips to hone your recruiting, hiring, and onboarding processes Introduction Human resources departments continue to struggle to build the best workforce. There are plenty of applicants but

More information

How To Get Started With Customer Success Management

How To Get Started With Customer Success Management A Forrester Consulting Thought Leadership Paper Commissioned By Gainsight April 2014 How To Get Started With Customer Success Management Table Of Contents Four Actionable Steps To Setting Up Your Customer

More information

best practices Social recruiting: Five tips to improve efficiency and get better results

best practices Social recruiting: Five tips to improve efficiency and get better results best practices Social recruiting: Five tips to improve efficiency and get better results Social recruiting is just one aspect of a multi-channel recruiting strategy, but it s one you can t afford to overlook.

More information

4 Steps to Getting Executive Buy-In for the Recruiting Platform You Need

4 Steps to Getting Executive Buy-In for the Recruiting Platform You Need Insight4theEnterprise Series Part 1: 4 Steps to Getting Executive Buy-In for the Recruiting Platform You Need ONTENTS Introduction 3 Framing the Discussion: We re Not Talking about an ATS 4 Step-by-Step

More information

Time for a change? Digital Talent Management. CRM Applicant Tracking System Job Board Solutions Talent Generation Career Websites

Time for a change? Digital Talent Management. CRM Applicant Tracking System Job Board Solutions Talent Generation Career Websites Time for a change? Digital Talent Management CRM Applicant Tracking System Job Board Solutions Talent Generation Career Websites Mobile: Taps overtake clicks The Cloud is the future We are in the early

More information

20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED.

20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED. 20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED. We are firm believers in putting the customer back in customer service. It can be easy for customer service departments to continue doing

More information

Global Leadership Development

Global Leadership Development Global Leadership Development Talent Management CapitalWave Inc. White Paper March 2010 1 Table of Contents: Global Leadership Development (GLD): Distance. 3 GLD 2: Defining Leadership across Cultures

More information

An Innovative Approach to Strategic Talent Management in the Cloud. Finding and Retaining the Best People

An Innovative Approach to Strategic Talent Management in the Cloud. Finding and Retaining the Best People An Innovative Approach to Strategic Talent Management in the Cloud Finding and Retaining the Best People ManpowerGroup s ninth annual Talent Shortage Survey found that 54 percent of employers reporting

More information

2014 retirement trends

2014 retirement trends 2014 retirement trends big data, big opportunities Powerhouses Google and Amazon aren t the only ones using analytics to study customer behaviour these days. Pension sponsors and recordkeepers are crunching

More information

Social Business Analytics

Social Business Analytics IBM Software Business Analytics Social Analytics Social Business Analytics Gaining business value from social media 2 Social Business Analytics Contents 2 Overview 3 Analytics as a competitive advantage

More information

Hiring Challenges and Solutions

Hiring Challenges and Solutions TALEO RESEARCH BRIEF Hiring and Onboarding: The New Business of Business Leaders In the new millennium, leading business organizations have been capturing data about people, turning it into actionable

More information

Recruitment Development institute. Webinars

Recruitment Development institute. Webinars Recruitment Development institute Webinars Ramp up your recruitment skills and improve your own job security and performance with the Recruitment Development Institute Webinars. We have hand-picked our

More information

Concur Customer Experience 2015 REPORT. Concur // Customer Experience 2015 Report

Concur Customer Experience 2015 REPORT. Concur // Customer Experience 2015 Report Concur Customer Experience 2015 REPORT 1 Contents 3 Welcome Contents 4 Gathering feedback 5 The impact of your feedback 5 User experience evolution 5 Product reliability 7 Looking toward the future 7 Customer

More information

ORACLE TALEO: COMPLETE CLOUD TALENT MANAGEMENT SOLUTION. Cyril Kayem HCM Principal Sales Consultant Oracle Middle-East & Africa Operations

ORACLE TALEO: COMPLETE CLOUD TALENT MANAGEMENT SOLUTION. Cyril Kayem HCM Principal Sales Consultant Oracle Middle-East & Africa Operations ORACLE TALEO: COMPLETE CLOUD TALENT MANAGEMENT SOLUTION Cyril Kayem HCM Principal Sales Consultant Oracle Middle-East & Africa Operations Why Should You Care? Oracle Acquires The #1 HCM Recruiting Cloud

More information

Job Preparedness Indicator Study

Job Preparedness Indicator Study Executive Summary The Career Advisory Board Job Preparedness Indicator Study Research Overview What s Behind the Workforce Skills Gap? In the wake of rapid technological change coupled with economic uncertainty,

More information

Two dollars and 85 cents. That s

Two dollars and 85 cents. That s MANAGEMENT & CAREERS Getting Onboard Integrating and Engaging New Employees By Bob Lavigna Many government agencies strive to make a good impression in recruiting but do not follow through during a new

More information

GETTING THE CONTENT MARKETING JOB YOU WANT

GETTING THE CONTENT MARKETING JOB YOU WANT GETTING THE CONTENT MARKETING JOB YOU WANT Tips to engage the best (progressive) employers by Michael Kirsten and Mark Sherbin Be Part of a Progressive Business To get the job you love, you ll need to

More information

GILD INDUSTRY BRIEF: The 9 Things You Must Know About Big Data and Recruiting

GILD INDUSTRY BRIEF: The 9 Things You Must Know About Big Data and Recruiting GILD INDUSTRY BRIEF: The 9 Things You Must Know About Big Data and Recruiting 2 Introduction Business journals, magazines, and newspapers can t get enough of big data. It s no wonder. Companies across

More information

The creative recruiting solution for hiring creative people.

The creative recruiting solution for hiring creative people. Jobvite Hire: Advertising & Marketing The creative recruiting solution for hiring creative people. What s so special about creative people? Everything. Creative candidates don t fit molds. Instead of standard

More information

to selection. If you have any questions about these results or In the second half of 2014 we carried out an international

to selection. If you have any questions about these results or In the second half of 2014 we carried out an international Candidate Experience Survey RESULTS INTRODUCTION As an HR consultancy, we spend a lot of time talking We ve set out this report to focus on the findings of to our clients about how they can make their

More information

The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software

The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software Index Recruitment Software: Helping You Find the Purple Squirrel Tools for Individuals Tools for Companies Sales Software:

More information

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage

More information

Analyzing Big Data: The Path to Competitive Advantage

Analyzing Big Data: The Path to Competitive Advantage White Paper Analyzing Big Data: The Path to Competitive Advantage by Marcia Kaplan Contents Introduction....2 How Big is Big Data?................................................................................

More information

DEFINITELY. GAME CHANGER? EVOLUTION? Big Data

DEFINITELY. GAME CHANGER? EVOLUTION? Big Data Big Data EVOLUTION? GAME CHANGER? DEFINITELY. EMC s Bill Schmarzo and consultant Ben Woo weigh in on whether Big Data is revolutionary, evolutionary, or both. by Terry Brown EMC+ In a recent survey of

More information

By Pamela Holloway. So job fit is great for employees, but why should employers care about it?

By Pamela Holloway. So job fit is great for employees, but why should employers care about it? The Right Person for the Job By Pamela Holloway Selecting the right person for the job has never been more important than it is today. Mistakes are costly. According to Dr. Pierre Mornell, if you make

More information

Jobvite Hire: High Tech. The innovative recruiting solution that fuels your innovation. information@jobvite.com. Follow Jobvite:

Jobvite Hire: High Tech. The innovative recruiting solution that fuels your innovation. information@jobvite.com. Follow Jobvite: Jobvite Hire: High Tech The innovative recruiting solution that fuels your innovation. Few industries today are as hot as high tech and few are as dynamic and competitive. The pace of technology growth

More information

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud D R A F T Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud April 5, 2012 Oracle is currently reviewing the existing Taleo product roadmap

More information

Better Onboarding to Enable Organizational Agility

Better Onboarding to Enable Organizational Agility RTM Consulting Better Onboarding to Enable Organizational Agility A Guide for the Support Services Executive Randy Mysliviec President & CEO RTM Consulting 2 2012-2014 All rights reserved. Better Onboarding

More information

When companies purchase an integrated learning

When companies purchase an integrated learning Feature 2. Project team members are required to perform their regular responsibilities in addition to committing their time to the implementation. Organizations can overcome these challenges if they find

More information

Effective Workforce Development Starts with a Talent Audit

Effective Workforce Development Starts with a Talent Audit Effective Workforce Development Starts with a Talent Audit By Stacey Harris, VP Research September, 2012 Introduction In a recent survey of CEO s, one in four felt they were unable to pursue a market opportunity

More information

Three Reasons to Integrate ERP and HCM. White Paper

Three Reasons to Integrate ERP and HCM. White Paper Three Reasons to Integrate ERP and HCM White Paper Table of Contents Three Reasons to Integrate ERP and HCM 3 1. Unified Data Wins 3 Releasing the Power of Unified Data 3 2. Employee-Driven Workflows Matter

More information

10 Ways to Increase Your Recruitment Business Leads. World Class Staffing & Recruitment Software

10 Ways to Increase Your Recruitment Business Leads. World Class Staffing & Recruitment Software 10 Ways to Increase Your Recruitment Business Leads World Class Staffing & Recruitment Software Contents Page 10 Ways to Increase Your Recruitment Business Leads 3 1. Question Time 4 2. Update Candidate

More information

EVOLVING PERFORMANCE MANAGEMENT BECAUSE THE WORK YOU DO MATTERS.

EVOLVING PERFORMANCE MANAGEMENT BECAUSE THE WORK YOU DO MATTERS. EVOLVING PERFORMANCE MANAGEMENT BECAUSE THE WORK YOU DO MATTERS. THE POWER OF PARTNERSHIP. GROWING OUR BUSINESS AND OURSELVES. To fuel our continued growth for today and tomorrow, we re evolving our idea

More information

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM A PeopleFluent Product Brochure PeopleFluent Mirror Suite PeopleFluent Time to Build Your Talent Management Solutions Around Your Talent Today people work differently, are motivated differently and are

More information

BIG DATA MARKETING: THE NEXUS OF MARKETING, ANALYSTS, AND IT

BIG DATA MARKETING: THE NEXUS OF MARKETING, ANALYSTS, AND IT BIG DATA MARKETING: THE NEXUS OF MARKETING, ANALYSTS, AND IT The term Big Data is definitely a leading contender for the marketing buzz-phrase of 2012. On November 11, 2011, a Google search on the phrase

More information

Social media is revolutionizing the way people connect

Social media is revolutionizing the way people connect SHRM Foundation Executive Briefing Social Media in the Workplace: Issues and Strategic Questions By Robert E. Ployhart, Ph.D. sponsored by Spherion Social media is revolutionizing the way people connect

More information

Coaches Coach, Players Play, and Companies Win

Coaches Coach, Players Play, and Companies Win Coaches Coach, Players Play, and Companies Win Patrick C. Caironi Pennsylvania State University Executive coaching has been a part of business consulting for some time now, and according to London (2002),

More information

The Diversity Hiring Playbook

The Diversity Hiring Playbook Talent Solutions The Diversity Hiring Playbook How to Find, Hire, and Keep Top Diverse Talent talent.linkedin.com 1 Table of contents Intro 03 03 Hire Them 09 01 Get Commitment 04 04 Retain Them 12 02

More information

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management Solutions overview Inspiring talent management Solutions insight Inspiring talent management Inspiring talent management Intuitive technology that people love to use Lumesse is the only global company

More information

730 Yale Avenue Swarthmore, PA 19081 www.raabassociatesinc.com info@raabassociatesinc.com

730 Yale Avenue Swarthmore, PA 19081 www.raabassociatesinc.com info@raabassociatesinc.com Lead Scoring: Five Steps to Getting Started 730 Yale Avenue Swarthmore, PA 19081 www.raabassociatesinc.com info@raabassociatesinc.com Introduction Lead scoring applies mathematical formulas to rank potential

More information

UNLOCKING THE VALUE OF THE TOP SUPPLIERS

UNLOCKING THE VALUE OF THE TOP SUPPLIERS UNLOCKING THE VALUE OF THE TOP SUPPLIERS THE POWER OF OPTIMIZING YOUR TALENT SUPPLY CHAIN TOM TISDALE TABLE OF CONTENTS 3 Introduction 4 Analytics considers the continuous flow of talent through a business

More information

Three things managers must do to make the most of cognitive computing by Ryan Shanks, Sunit Sinha and Robert J. Thomas

Three things managers must do to make the most of cognitive computing by Ryan Shanks, Sunit Sinha and Robert J. Thomas Managers and machines, unite! Three things managers must do to make the most of cognitive computing by Ryan Shanks, Sunit Sinha and Robert J. Thomas Intelligent machines are poised to dramatically shift

More information

Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices

Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices HRsmart October 3, 2012 2 Introduction Carl Kutsmode Partner Talent Acquisition Management Consultant with over 18 years

More information

How to Build a Mobile Talent Strategy. A White Paper From imomentous Research

How to Build a Mobile Talent Strategy. A White Paper From imomentous Research How to Build a Mobile Talent Strategy A White Paper From imomentous Research January 2013 Introduction FOR FURTHER INFORMATION PLEASE CONTACT: Ed Newman imomentous As mobile technology continues to permiate

More information

5 Point Social Media Action Plan.

5 Point Social Media Action Plan. 5 Point Social Media Action Plan. Workshop delivered by Ian Gibbins, IG Media Marketing Ltd (ian@igmediamarketing.com, tel: 01733 241537) On behalf of the Chambers Communications Sector Introduction: There

More information

Taking Care of Your Company s Future: 3 Best Practices for Succession Planning

Taking Care of Your Company s Future: 3 Best Practices for Succession Planning Taking Care of Your Company s Future: 3 Best Practices for Succession Planning Copyright 2008 SuccessFactors, Inc. I. Introduction More successful businesses are embracing succession planning to deepen

More information

Executive recruiting in the age of social media

Executive recruiting in the age of social media Executive recruiting in the age of social media Will social media sites enable companies to one day do to the executive search industry what Amazon did to booksellers and Apple did to the music business?

More information

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Frontline Managers: Are They Given the Leadership Tools to Succeed?

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Frontline Managers: Are They Given the Leadership Tools to Succeed? A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Frontline Managers: Are They Given the Leadership Tools to Succeed? Sponsored by Frontline Managers: Are They Given the Leadership Tools to Succeed?

More information

LinkedIn Tutorial. An Introduction to Today s Leading Job-Search Social Network

LinkedIn Tutorial. An Introduction to Today s Leading Job-Search Social Network LinkedIn Tutorial An Introduction to Today s Leading Job-Search Social Network Introduction to The second most popular social network in the U.S., LinkedIn is used for keeping track of and growing a professional

More information

Quarterly Mobile Apps, Business Intelligence, & Database. BILT Meeting June 17, 2014. Meeting Minutes

Quarterly Mobile Apps, Business Intelligence, & Database. BILT Meeting June 17, 2014. Meeting Minutes Quarterly Mobile Apps, Business Intelligence, & Database BILT Meeting June 17, 2014 Meeting Minutes :::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

More information

Applying Social Media Measurement to the Sales Funnel

Applying Social Media Measurement to the Sales Funnel 02 Sales By: Nichole Kelly - Social Media Measurement Coach In Partnership with HootSuite - Social Media Dashboard Review of Core Measurement Philosophies As we learned in the first section of this document,

More information

EMPLOYEE BENEFITS. Collaborate. Innovate. Elevate.

EMPLOYEE BENEFITS. Collaborate. Innovate. Elevate. EMPLOYEE BENEFITS Collaborate. Innovate. Elevate. In today s corporate world, business and HR managers at companies of all sizes are being asked to do more when it comes to employee benefits. To provide

More information

Using LinkedIn & Other Forms of Social Media as Job Search Tools and Ways to Brand Yourself

Using LinkedIn & Other Forms of Social Media as Job Search Tools and Ways to Brand Yourself Using LinkedIn & Other Forms of Social Media as Job Search Tools and Ways to Brand Yourself By Cathy Merlo, Career Advisor F.W. Olin Graduate School of Business September 23, 2010 Agenda Definition of

More information

Enabling Employee Engagement with Social in the HCM Cloud. Boost Productivity, Expand Relationships, and Keep the Conversation Growing

Enabling Employee Engagement with Social in the HCM Cloud. Boost Productivity, Expand Relationships, and Keep the Conversation Growing Enabling Employee Engagement with Social in the HCM Cloud Boost Productivity, Expand Relationships, and Keep the Conversation Growing It bears repeating that only 30% of America s workers are engaged in

More information

Sage HRMS I White Paper. Performance Management Solutions for the Mid-Market Organization: Why Bother?

Sage HRMS I White Paper. Performance Management Solutions for the Mid-Market Organization: Why Bother? I White Paper Performance Management Solutions for the Mid-Market Organization: Why Bother? Table of Contents Introduction... 1 Improving Administrative Efficiency and Reducing Risk... 2 Making Performance

More information

AN INTRO TO DATA MANAGEMENT

AN INTRO TO DATA MANAGEMENT AN INTRO TO DATA MANAGEMENT HOW TO USE DATA TO SUCCEED AT YOUR JOB by: TABLE OF CONTENTS Chapter 1: The Rise of Global Data Chapter 2: Taking Advantage of Big Data Chapter 3: Data Projects from Start to

More information

Onboarding with Saba Cloud

Onboarding with Saba Cloud Solution Sheet Onboarding with Saba Cloud Saba helps employees ramp up faster, with immediate connectivity to expertise, 30/60/90-day reviews, justin-time learning, continuous coaching, and paperless forms

More information

Strategic Employee Onboarding: First Impressions Are Everything

Strategic Employee Onboarding: First Impressions Are Everything ONBOARDING Strategic Employee Onboarding: First Impressions Are Everything Cornerstone OnDemand Whitepaper Series 2007 Cornerstone OnDemand, Inc. All Rights Reserved. Table of Contents Onboarding: More

More information

EVERYTHING YOU NEED TO KNOW ABOUT MANAGING YOUR DATA SCIENCE TALENT. The Booz Allen Data Science Talent Management Model

EVERYTHING YOU NEED TO KNOW ABOUT MANAGING YOUR DATA SCIENCE TALENT. The Booz Allen Data Science Talent Management Model EVERYTHING YOU NEED TO KNOW ABOUT MANAGING YOUR DATA SCIENCE TALENT The Booz Allen Data Science Talent Management Model Recently, Harvard Business Review branded data science the Sexiest Job in the 21st

More information