Tag Archives: HR Trends

Quality of Hire and Data

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“Quality of Hire” is one of those terms – like “engagement” – that we all use and all mean different things when we use it. And there is no standard definition. Directionally, we’re probably all in the same ballpark. But there is no precise, function-wide, commonly agreed-upon, global definition.

That’s why I read with interest Joe Murphy’s Quality of Hire:  Data Makes the Difference. It was published by Wiley in the Summer 2016 issue of Employment Relations Today.

Joe believes that Quality of Hire is not an abstraction or a myth. He believes that “It is a practical measure, comprising core talent acquisition processes and hiring outcome variables. Its factors can be identified, tracked, and reported in both qualitative and quantitative terms.” And then he shows how.

There’s a wealth of critical information in this article if you are not really comfortable with analytics – including predictive analytics. It breaks it down simply. I like the Talent Analytics Maturity Model and the way it is introduced:

Shaker 1

There are 4 phases in the model that progressively advance in terms of the analytics

Primitive

“Primitive analytics is the use of simple methods to organize random, text-based data.” Like that from a resume.

Evaluative

“Evaluative analytics is the mathematical analysis of relevant data.” Assigning numerical values to experience, or skills, or employers and adding them up.

Speculative

“Speculative analytics involves the complex analysis of largely random data and some element of relevant work-related data.” Like that from analyzing “verbal responses, converting spoken words to text to explore patterns and relationships.”

Predictive

“This method is characterized by experiment design and the conducting of correlational analysis with two or more sets of highly structured, job-relevant data.” These can be collected through work product samples and surveys about experience and work style.

The bottom line is this:

The growing use of data and analytics in all stages of the hiring process helps companies make more educated decisions about the people they hire and lessen the randomness of personal judgement in making these hiring decisions.

Moving beyond trying to make sense of random data (like resumes, LinkedIn profiles and notes from an interview) to using relevant data and advanced analytics really will make a difference in hiring outcomes and improve the quality of your hiring. Take a look at this article. Joe does a great job of making the case for the use of analytics to improve quality of hire – and to do it consciously and continuously.

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Filed under Analytics, Big Data and HR, China Gorman, Data Point Tuesday, Hiring, HR Analytics, HR Data, HR Trends, Joe Murphy, Quality of Hire, Recruiting, Shaker

Human Capital Trends To Think About

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Deloitte’s Human Capital Trends 2016 Report, The new organization: different by design, is definitely worth a read. It’s long – 124 pages – but it will make you smart. Download it and start browsing.

I won’t say much about the content – you need to read it all – except to show you the 10 trends identified as worth our consideration this year. The trends are:

  1. Organization design/The rise of teams

  2. Leadership awakened/Generations, teams, science

  3. Shape culture/Drive strategy

  4. Engagement/Always on

  5. Learning/Employees take charge

  6. Design thinking/Crafting the employee experience

  7. HR/Growing momentum toward a new mandate

  8. People analytics/Gaining speed

  9. Digital HR/Revolution not evolution

  10. The gig economy/Distraction or disruption?

This is a meaty, insightful discussion of the trends facing organizations, leaders, culture and people. Even if you don’t agree with the conclusions, you need to be educated and thoughtful about these ten trends. Take a look:

Deloitte HCM Trends 2016

Down the report here. Now. It’s that important.

 

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Filed under China Gorman, Data Point Tuesday, Deloitte, Global Human Capital, HR Analytics, HR Data, HR Trends, Human Capital, Human Resources, Josh Bersin