Data scientists are becoming important in HR technology.
I had thought the big thing about SimplyHired was that they were good at scouring the web for job openings and putting them in one place. However, to a large extent it competes on the quality of the search engine they offer job seekers.
The quality of that search depends on their data scientists figuring out the intent of someone’s search. Read more…
I’m mindful of Laurie Ruettimann’s blog post from a couple of weeks ago where she put it straight out – HR Research Isn’t Research: It’s Marketing.
She ends her post with this:
Remember — today’s HR research is marketing, wrapped up in survey data, presented for consumption as sales collateral.”
And, of course, she’s right. Read more…
Big data is transforming the information world at an alarming rate. It’s no surprise that the data being collected, sliced, sorted, and sold is being used to help businesses make better hiring decisions.
According to The New York Times, a growing number of entrepreneurs are applying big data to human resources and the search for talent, creating a field called workforce science. To quote technology writer Steve Lohr, “workforce science, in short, is what happens when big data meets HR.” Read more…
A new way of managing talent is beginning to emerge within the human resources world called “people analytics.”
It attempts to remove gut instinct, intuition and human biases from talent management in order to make workforce decisions in an evidence-based and data-driven way.
In other words, we want to ensure that we make decisions around employee selection, development and separation based on criteria that we know matters – because we have correlated them statistically with outcomes – and ignore the criteria that don’t. Read more…
The geeks have arrived in HR, declares Josh Bersin. “Statisticians, mathematicians, and engineers have entered the people analytics space.”
Writing in Forbes, the noted industry analyst who is principal and founder at Bersin by Deloitte, outlines the development of the use of “big data” or, as he calls it, “people analytics” in the hiring and management of talent.
“Human resources departments are getting serious about analytics,” he says. “And I mean serious.”
Just how serious? Wanted Analytics coincidentally just came out with some numbers detailing the growth in human resources jobs asking for “big data” skills. Read more…
Global economic growth and the resounding need to engage employees in all parts of the globe dominated HR headlines in 2014. But as one year closes and another one moves ahead, it’s time to once again predict what is in store for 2015.
Here are three (3) distinct HR trends that we fully expect to headline conversations in the new year. You’ll see that the common thread in these trends is the emphasis on new technologies and innovations that will drive the HR industry forward.
From benefits technology to leveraging big data to better understanding your employees, 2015 will bring with it sophisticated new technologies and methods for HR, which, if approached correctly, will be a win for all parties. Read more…
For at least the past three years, there has been no shortage of articles written about the urgency of businesses and HR adopting a data mindset.
Business analysts and experts on this subject have tried everything from threatening the existence of data-ignorant companies to making innumerable cases for why it should be a part of your company fabric.
Admittedly, data is important. We cannot just go about our days wishfully doing business without the context behind what is really driving and affecting our operations. Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the past year. This is No. 34. Our regular content will return on Jan. 5, 2015. Happy Boxing Day!
Metrics enable you to gauge the overall health of your talent acquisition process.
Chief HR Officers have certain KPIs (key performance indicators) that they report on. The following are ones they watch as these metrics provide deeper insight into the performance and business impact of your talent management system.
Some of these metrics are standard, some are not; taken as a whole, they create a broad report of where improvement can impact the bottom line and drive value for HR in the C-suite. Read more…
Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 41. Our regular content will return on Jan. 5, 2015. Joyeux Noël!
HR leaders beware! There’s a new M&A in town … and it’s coming your way.
M&A is the hot acronym on the street, but it doesn’t mean what you think it does – not anymore.
Move over Mergers and Acquisitions. Meet your new friend – Metrics and Analytics. Read more…
Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 44. Our regular content will return on Jan. 5, 2015. Merry Christmas!
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…