People Analytics in the Era of Big Data By Jean-Paul Isson

Transcription

1 People Analytics in the Era of Big Data By Jean-Paul Isson Vice-President at Monster Worldwide

2 People Analytics in the Era of Big Data JP Isson Author Global VP Predictive Analytics & BI

3 ! Opinions,ideas and examples expressed in this presentation are solely mine and should not be used as Monster Worldwide Inc. guidance for any JP Isson Proprietary & Confidential 3

4 Agenda Monster Worldwide Background Big Data Overview People Analytics & The 7 Pillars of PA Success Big Data Analytics in Workforce Management Social Media Recruiting

5 In 2016, Monster.com the global leader in online recruitment 5 JP Isson Proprietary & Confidential

6 MONSTER S GLOBAL REACH 40+ Million Monthly Visitors 29+ Million Monthly Visitors Source: Q3 2104

7 Matches to Software Developer Num Title RPG/ILE Programmer/Analyst Contract 2 Academic Web Developer Advanced Internet Technology Department Systems Architect, Webmaster, and Software 3 Engineer 4 Advisory Engineer Software Developer of CDMA Base Station Dept. in Bell Labs Lucent 5 Advisory Software Engineer Software 6 Software Advisory Engineer - DB2 Performance Development 7 AMBAC, Software Developer 2010(AUG) AND PRESENT Developer 8 An accomplished SAP R/3 programmer Developer 9 Application Develoepr 10 Application Developer 20 Applications Developer 30 Architect/Lead Software Developer 40 Bangalore Software Engineer 50 Chief Scientific Programmer 60 Consultant & Remedy Application Software Developer 70 Contractor - Java Software Developer 80 Designer & Programmer 90 Embedded SW Engineer - High Performance Analog (HPA) 100 Freelance IT Consultant / Programmer / Network Administrator 1 Job concept 125 ios/android App Programmer and Mobile Web Development Contractor 150 Java Lead Developer 175 Lead Software Developer, Application Support 200 NET ARCHITECT AND DEVELOPER 14 Candidates Over 611 Unique Job Titles Over 1,000 Candidates Mons ter Confi denti

8 Current Employment Situation January % 1.39M unemployed people in Canada $ GDP IN NOV M in Canada workforce 65.9% labor participation rate 5.8M New Job Ads in 2015

9 HOW TO MAKE SENSE OF THE TRENDS AND DATA?

10 Big Data Overview Personal data is the new oil of Internet and the new currency of digital world Melina Korova European s Commissioner From the dawn of civilization until 2003, Data Scientist : humankind generated The Sexiest Job of five the 21 exabytes st Century of data. Now we produce five exabytes every two days and the pace is accelerating The sexiest job in the 10 years will be statisticians. Hal Varian, Google s Chief Economist 10

11 Big Data Some Perspective for 2020 Source CSC IDC Estimate Data production will be 44 times greater in 2020 than it was in 2009! JP Isson Proprietary & Confidential 11

12 JP Isson Proprietary & Confidential 12

13 People Analytics People Analytics is: Business Goal or Question Integrate Disparate Data Create some predictions for the future Business Actions with Measurable results Analysis that starts with talent management Sales business goal or question, integrates disparate data Product Service Business Actions. sources together, Internal & creates prediction for the future Marketing External Data and leads to workforce business actions with measurable results From People Analytics in the Era of Big Data Isson & Harriott (Wiley 2016). Used with authorization JP Isson Proprietary & Confidential

14 PEOPLE ANALYTICS : BIG DATA ANALYTICS FOR WORKFORCE MANAGEMENT ll

15 Predictive Analytics: The IMPACT Cycle Identify the question Master the data Track outcomes IMPACT Cycle Provide meaning Communi cate Insight Actionable recommendati ons 15

16 The 7 Pillars of People Analytics Success The People Analytics Successful Pillars The PASF Framework From People Analytics in the Era of Big Data Isson (Wiley 2016). Used with authorization 16

17 The Power of ABA in Workforce Maturity Model Creating value with Workforce Analytics to manage your talent as an asset. Talent Analytics Maturity Model Level2: Proactive-Advanced Reporting Operational reporting for benchmarking and decision-making Multidimensional analysis and dashboards Level1: Reactive-Operational Reporting Ad-Hoc operational reporting Reactive to business demands, data in isolation and difficult to analyze Source Bersin by Deloitte Level4: Predictive Analytics Development of predictive models, scenario planning, risk analysis and mitigation, integration with strategic planning Level3: Strategic Analytics Statistical analysis,development of people models Analytics of dimensions to understand cause and delivery of actionable solution 4% 10% 30% 56% Leading companies (Level 4 segment) generate high returns for their hard work: their stock market returns are 30% higher than the S&P 500, and they are twice as likely to be delivering highimpact recruiting solutions. JP Isson Proprietary & Confidential 17

18 WOULD CONSIDER an opportunity FROM Job Seekers Building Trust In Social Media Source: Monster Loyalty Survey, November 2014; Note: Surveyed representative sample of adults who work full-time. Friend or relative Call from a job recruiter Job ad on a job board/site Company-sponsored social event Industry publication that lists new jobs Trade show or industry conference Job ad on LinkedIn offering a job description Job ad on Facebook Job ad on Twitter 29% 24% 49% 46% 46% 44% 41% 54% 50% 65%

19 Job Seeking is a 24/7 activity 79% of candidates are likely to use social media in their job search 1 70% of candidates are using their mobile device to find jobs 2 1 Glassdoor Survey, Monster Internal Data 2015

20 Attract Today Acquire successful human capital manager needs to combine art & science to win Develop the war on talent Retain JP Isson Proprietary & Confidential 20

21 Questions? Questions? Unstructured Data Analysis Applications (Wiley Apr 2016) Jean Paul Isson (Wiley Mar 2017) Thank JP Isson Proprietary & Confidential 21

22 What s Next?