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
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
An Introduction to HR Technology
You’ve read it in the headlines. You’ve heard it at the watercooler. #HRtech seems to be the next big thing on your twitter feed. But what does it actually mean?
You can find a detailed definition of the emerging term here, along with examples and industry jargon – but if you’ve only got 5 minutes, here’s what you need to know.
15 Second Definition of HR Technology:
Technology used to attract, hire, and retain talent.
Origin of HR Technology:
The term itself has evolved over time, loosely from the days of Paper-based Systems > PC Systems > Electronic Databases > to today’s Web-based Technology
#HRtech, People Analytics, HR Predictive Analytics, HR Big Data
HR Technology Names to Know:
Chris Russell (@Chris Russell
), RecTech Media,
Chris is considered the ‘mad scientist of online recruiting’. Continue reading