Have you been wondering if your recruiting horror stories are things that only happen in your company? Trust us, they aren’t.
There are any number of recruiting horror stories in the world. The whole reason that “candidate experience” has become such a big concept in the last 3-5 years is that, well, oftentimes candidates were receiving either no experience or a very negative one, and that was harming companies. They were losing access to top talent and harming their brand and bottom-line. Now more people are discussing how to treat candidates, and that’s a welcome change.
We decided to comb LinkedIn and the Internet (and some of our friends and family) for recruiting horror stories, then show you how they can be fixed with better processes and products. Continue reading
Is hiring for CPGs – consumer packaged goods – roles any different than hiring and sourcing in general?
So is it different?
First, by way of quick definition: CPG typically refers to merchandise that customers use up and replace on a frequent basis; examples include packaged foods and household items like Oreos and Tide. The CPG industry is one of the largest in America, with an annual value exceeding $2 trillion.
At the 35,000-foot level, hiring and sourcing for CPGs is similar to other industries and verticals. But CPGs also have a need for very specific skill sets, which we’ll address first. Continue reading
The popularity of people analytics – the use of data and data analysis techniques to understand, improve and optimize the people side of business – is creating dozens of people analytics conferences around the world.
Research by Bersin has found that while 78% of large companies rated people analytics as “urgent” or “important,” only 7% rate their organizations as having “strong” people analytics capabilities.
This discrepancy represents a huge opportunity to differentiate yourself by strengthening your analytical abilities.
To help you along your people analytics journey, I’ve compiled a list of the 8 best people analytics conferences presented in chronological order. Continue reading
The Google People Analytics team is famous for their data-based HR and talent practices.
All people decisions at Google should be based on data and analytics.
-Prasad Setty, VP of Google People Analytics
Google recognized early on the value of creating a people analytics department to optimize the recruitment, development, and advancement of their people based on data insights.
They are clearly doing it right because today, Google employs more than 10,000 people, receives more than 50,000 resumes weekly, and ranks number one on Fortune’s 100 best companies to work.
To help you optimize your HR and talent practices like Google, here are 5 lessons from Google’s People Analytics that you can steal. Continue reading
One of the fastest growing areas of HR is people analytics. But understanding how to best leverage people analytics software can be challenging.
To help you learn more, I’ve asked industry experts for their advice on best practices for using people analytics software.
Dr. Benoit Hardy-Vallée, IBM Kenexa
The best people analytics software is human judgement.
The key to getting insights first starts with a true desire to answer important questions using data and evidence.
No software will provide that desire for evidence-based learning. People analytics software first and foremost needs to be able to function as a tool to empower human decision making. Continue reading
SHRM identifies people analytics for recruitment as one of the top recruiting trends of 2016.
Popularized by the Google people analytics team and with dozens of people analytics conferences around the world, it looks to be a trend that’s here to stay.
When it comes to recruitment and talent acquisition, Aberdeen’s talent acquisition survey recommends that HR “prioritize analytics” and “invest in innovative technology options.”
The adoption of people analytics for recruitment holds the promise that the recruitment function can become even more valuable and strategic within a company.
To help you along, I created this handy pocket guide on how to use people analytics for recruitment. Continue reading
Shortlisting candidates is the most time-consuming (and tedious) part of a recruiter’s job. Because 75 to 88% of resumes received for an open req are unqualified, it takes approximately 23 hours to screen resumes and shortlist candidates for a single hire.
Recruiters and talent acquisition professionals desperately need an effective tool for shortlisting candidates to speed up time-to-hire.
That’s why I created this list of the 6 best tools for quickly, accurately, and cost-effectively shortlisting candidates.
1. Job postings that shortlist candidates through job matching
Job postings are still the top source of hires: 31% of hires come from job search engines and job boards. Continue reading
A 5 minute definition of People Analytics for VPs, salespeople, hiring managers and job candidates alike. This is what you need to know:
15 second definition:
The practice of making data-backed people management decisions within an organization. Most frequently referred to in hiring, retention and absenteeism management.
Likely the offspring of Google’s People & Innovation Lab (PiLab), People Analytics first caught the attention of professionals in 2013.
Related terms: #HRtech, HR Technology
, HR Predictive Analytics, HR Big Data
Names to know:
Dr John Sullivan (@DrJohnSullivan
), Fast Company deemed him the “Michael Jordan of Hiring”, Staffing.org called him “the father of HR metrics”. Continue reading
Implementing People Analytics
Michael Cavaretta, Lead Data Scientist (before data science was cool) at Ford Motor Co. crafted a striking article on the fundamentals of analytics. With over 15 years experience, Michael points out the most critical question that is too often overlooked, “so what?”
Many analytics presentations crash and burn because no one answered the question, “so what?”
We often talk about the power of people analytics and the potential it holds for business large and small. Michael even makes note in his piece, “Anytime you look at business metrics there is an opportunity to use analytics. A hot area right now is the application of big data and analytics to HR processes.”
It’s clear that human resources and hiring are itching for a revolution – but without defined strategy, many firms will fail. Continue reading
The business case for people analytics
Most recruitment processes are simple:
You send in a resume
A human reads it and decides they like the words on the page enough to interview you
They bring you in for an interview and have a few people that are not well trained
in interviewing, ask you questions
The firm makes decisions based on the personality of the applicant and interviewer
1 in 3 new hires leave within 12 months
On the flip side, rejected candidates can go on to become extremely successful, leaving firms sorry they missed the chance when they had it. Continue reading