December 13, 2016 · 4:00 am
Visier’s The Demand for Data-Driven Talent Acquisition report is a very quick read and gives some interesting data to consider as you plan for your 2017 talent acquisition activities. The opening paragraph of this short white paper sets the stage for some interesting data points:
“With countless recruiting-related technologies and assessment options on the market, business leaders might expect that measuring the long-term impact of talent acquisition is a practice that’s well-established and effective. A survey of hiring managers, however, suggests that the reality is just the opposite.”
The bottom line is that still, after massive investments in recruiting technology, it’s still tough to predict the long-term quality of hires. And measuring the impact of the recruiting process is becoming job #1 for many recruiting organizations because their clients, hiring managers, are expecting more.
200 hiring managers from across the U.S. – from a number of industries – took a survey in October 2016. All of the respondents were from organizations employing more than 8,000 people with over $1 billion in annual revenue. The size of the responding employers may well be irrelevant in the discussion of talent acquisition and what continues to challenge organizations of all sizes.
The report is fairly straightforward – just 8 questions are reported in this paper. Two that stuck out to me are pretty obvious, but also pretty revealing:
It’s no surprise that managers in larger organizations – remember the respondents were hiring managers not HR or recruiting professionals – want the recruiting process to be improved. Other questions and data in the report show why that would be the case. Hiring managers in larger organizations appear to be challenged by the effectiveness of their recruitment support teams. But beyond finding the right people who will stay in the job, hiring managers also want more data-driven processes when looking for new talent. Data-driven business processes abound in larger organizations and hiring managers are expressing deep interest (70% of them!) in employing data-driven processes for talent acquisition. Makes sense to me.
Visier publishes these bite sized reports fairly often and I enjoy reading them. They open windows of simple (and sometimes all too obvious) insight that can be quite useful.
Filed under Big Data and HR, China Gorman, Data Point Tuesday, Hiring, HR Analytics, Recruiting, Recruiting Trends, Talent Acquisition, Visier
Tagged as Big Data and HR, China Gorman, Data Point Tuesday, Hiring, HR Analytics, Recruiting Recruiting Trends, Talent Acquisition, Visier
August 9, 2016 · 4:00 am
Gender equality in the workplace is a topic much discussed today: politically, socially, economically and demographically. Women everywhere wonder “what’s it going to take?” to be paid on par with men for doing the same work. Visier’s new Viser Insights™ Report: Gender Equity gives some new insight into the demographic and economic side of this situation. It’s great data and will give you some new avenues to pursue as you lead your organization to more equitable compensation outcomes.
The analysis started with a subset of Visier’s database of anonymized, stardardized workforce data, representing over a million active employees. The subset included:
- 165,000 U.S.-based employees
- 31 Blue Chip companies
- 11 of which are Fortune 1000
The organizations included are from a range of industries, such as Energy, Financial Services/Insurance, Healthcare, Manufacturing, and Technology with employees ranging from less than 999 to 50,000 employees.
The key findings broaden the context from a purely social context and include the following:
There is an increase in voluntary turnover and a pronounced dip in the percentage of women in the workforce between the ages of 25 and 40 (from 43% to 39%), the same age range in which women commonly have childre
The gender wage gap widens at age 32, starting with women earning 90% of the wages of men, and decreasing to women earning 82% of the wages of men by age 40
Women are underrepresented in manager positions from age 32 onwards – the same age at which the wage gap between men and women broadens
Manager wages are, on average, 2 times that of non-manager wages
Having the same representation of women in manager positions as men would reduce the gender wage gap to 10% across all age groups – an improvement most notable for the age 32 and older population
The graphs lay out this argument beautifully and are easily understood. For example,
What the analysis shows is that the gap in promotions/hiring to manager-level positions starts to widen at around age 32 between women and men. And this is exactly when women start leaving the workforce to focus on family and children. Makes total sense. This is what Visier has dubbed the Manager Divide. And, according to Viser’s data, the Manager Divide is a primary driver of wage inequality.
This is a pretty clear picture of the divide. Conclusions include:
Removing the Manager Divide would reduce the gender wage gap by just over one third for workers over age 32
Removing both the Manager Divide and removing gender pay disparity in manager positions would cut the gender wage gap by one half for employees over age 32
The report continues by discussing the reality that even if organizations paid men and women equally for like positions, but had a lack of gender equity in filling manager positions, gender pay equity would not be reached in the aggregate. What follows is a convincing discussion about the childcare years that starts with this data point:
“Between the ages of 25 and 40 there is a notable and steady decline in the percent of women in the workforce. At the same time, the percent of women (out of the total workforce) in manager positions declines steeply.”
I encourage you download this report and get a broader understanding of the key factors impacting the wage gap. I think Visier is on to something important through the analysis of the data. The Manager Divide is real. It’s not just about women leaving the workforce to care for children. It’s most certainly also about gender equity in managerial promotion opportunities.
Filed under Analytics, China Gorman, Data Point Tuesday, Gender Equity, Pay Equity, Visier
Tagged as Analytics, China Gorman, Data Point Tuesday, Gender Equity, Pay Equity, Visier
September 25, 2012 · 4:30 am
Visier, named one of the “2012 Awesome New Technologies for HR” by Bill Kutik, the founding conference co-chair of the upcoming HR Technology Conference in Chicago, is changing the face of HR analytics. And by changing the face, I mean, putting a beautiful, incredibly interactive and astonishingly useful face on the workforce data collected by the many and disparate systems inside organizations.
All vendors in the HCM space commission research and surveys by credible third party organizations and write what they hope are useful white papers to ensure an educated prospect and customer base. These white papers, while clearly biased, have some powerful data and insights that any HR practitioner – generalist, specialist or leader – can use to educate themselves. Trolling through the Resources tabs of HCM solutions providers when you have some downtime can be worthwhile.
As I was browsing through the white papers at the Visier site, I came upon some great stuff. Since Visier is in the workforce analytics business the subject matter is all tied to workforce analytics. And they’ve got some great survey and research data for you. But in this survey report, 2012 Survey of Employers: Workforce Analytics Practices, Preferences & Plans, tucked in at the very end, was a chart showing what more than 150 U.S.-based employers (presumably through the voice of HR professionals taking the survey) thought their top workforce concerns were for 2012:
This is the first survey that I’ve read in which performance was ranked as the top workforce concern of HR professionals. These top concerns lists are everywhere and none of them rank performance at the top.
- Llloyd’s annual Risk Index (most recent 2011) lists Talent and Skills Shortages as Risk #2 (Loss of Customers is Risk #1)
- Deloitte’s 2012 Human Capital Trends lists Growth as #1
- The HR Policy Association (most recent list is 2011) lists Executive Development and Succession at the top of CHRO concerns
- The WFPMA & Boston Consulting Group survey (most recent is 2010) of global HR leaders lists Managing Talent as the most critical global HR issue
- Human Resource Executive’s annual “What’s Keeping You Up Now” survey (most recent is September 2011) lists “Ensuring employees remain engaged and productive” as #1 (note that the 4th concern in the Visier survey was engagement. Performance and engagement are not the same thing.)
I’m happy to see a survey of HR professionals identifying workforce performance as their top concern because performance is about business. Performance is quantifiable. Performance isn’t touchy feely. Performance is not the language of professionals who chose HR because they “like to work with people.” Performance is the language of professionals who are comfortable with measurements, analytics, data, accountability, business success. In short, performance is the language of business people. And I cheer when HR people speak the language of business rather than the language of HR.
Filed under Analytics, Business Language, Business Success, China Gorman, HR Analytics, HR Conferences, HR Technology, Performance, Visier
Tagged as Analytics, Business Language, Business Success, China Gorman, HR Analytics, HR Conferences, HR Technology, Performance, Visier