HR Analytics and Big Data @ Work
5.7K views | +1 today
Follow
HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
Your new post is loading...
Your new post is loading...
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

What to Do Before You Fire a Pivotal Employee - HBR

What to Do Before You Fire a Pivotal Employee - HBR | HR Analytics and Big Data @ Work | Scoop.it
Map the impact on your company’s network.
Tony Brugman (Bright & Company)'s insight:

Very interesting article by Belgian HR and Analytics researchers Bart Baesens, Luc Sels and Sophie De Winne, combining social network analysis and analytics.

 

For example to assess the impact of firing a certain employee. "(It) could reveal new serendipitous insights into the relationship between employee and customer drain, which would allow a company to create an unprecedented competitive advantage."

 

In the HBR article they briefly describe

1. how to model an employee/social network through analysis

2. how to further mapping out the employee network

3. how to analyse the employee network using descriptive metrics

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Can an Algorithm Hire Better Than a Human?

Can an Algorithm Hire Better Than a Human? | HR Analytics and Big Data @ Work | Scoop.it
Start-ups say they can eliminate biases and create more skilled and diverse workplaces, but data science will probably need human supervision.
Tony Brugman (Bright & Company)'s insight:

Read a similar story in NYT a while ago. As Luk Smeyers from @inostix mentioned: "Same story, new players". 

 

Automated job search and hiring, "a new wave of start-ups — including Gild, Entelo, Textio, Doxa and GapJumpers" are jumping on the bandwagon.

 

Doomsayers can take a breath of relief, since the article also notes the importance of people in the hiring process: "Human expertise is still necessary. And data is creating a need for new roles, like diversity consultants who analyze where the data shows a company is lacking and figure out how to fix it."

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Human Capital & Business Trends
Scoop.it!

The 25 Hottest Skills That Got People Hired in 2014

The 25 Hottest Skills That Got People Hired in 2014 | HR Analytics and Big Data @ Work | Scoop.it
Believe it or not, 2014 is almost over and 2015 is right around the corner. With a new year comes new opportunities, and around this time we at LinkedIn are typically asked the following question: “Who’s getting hired and what are they doing?”

To get to an answer, we analyzed the
Tony Brugman (Bright & Company)'s insight:

'Statistical Analysis and Data Mining' tops the list of most wanted skills in 2014, according to Linkedin.

more...
Tony Brugman (Bright & Company)'s curator insight, January 26, 2015 11:00 AM

Thanks to the people of Linkedin we now know what was hot in 2014 (in relation to hiring for skills and competences).

 

"A few skills trends stood out to us when we reviewed the results.

 

1. Investing in science, technology, engineering, and math (STEM)
2. Data. Data everywhere (data storage, retrieval, and analysis)
3. It pays to know a second language
4. Rise of the technical marketer (fueled by digital, online and SEO marketing)"

 

Also, check out the Slideshare (https://www.slideshare.net/linkedin/the-25-hottest-skills-of-2014-on-linkedin) for a overview of the Top 25 skills per nation.

Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Big Data is Changing the Game for Human-Resource Hirers

Big Data is Changing the Game for Human-Resource Hirers | HR Analytics and Big Data @ Work | Scoop.it
Big data will help identify the best prospective employee for the job.
Tony Brugman (Bright & Company)'s insight:

Good HR Analytics blog Mashable: "Big data is surfacing talent that conventional hiring networks might miss."

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

In Hiring, Algorithms Beat Instinct

In Hiring, Algorithms Beat Instinct | HR Analytics and Big Data @ Work | Scoop.it

"You know your company inside out. You know the requirements of the position you need to fill. And now that HR has finished its interviews and simulations, you know the applicants, too—maybe even better than their friends do. Your wise and experienced brain is ready to synthesize the data and choose the best candidate for the job."

Tony Brugman (Bright & Company)'s insight:

Great research from HBR in May issue. Researchers found that Algorithms outperform human decision-making in recruitment.

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Tomorrow's Recruitment: Big-Data Robots Bring Better Hires

Tomorrow's Recruitment: Big-Data Robots Bring Better Hires | HR Analytics and Big Data @ Work | Scoop.it
Big data can help your organization fill posts—and keep them filled. Analytics evangelists say big data is the key to hiring great talent and reducing attrition. It can also help you pay real market salaries, and increase your diversity.
Tony Brugman (Bright & Company)'s insight:

Nice discussion at Forbes blog whether technology (Big Data) can help us with  recruiting talent. Bottom line: "Big data can help you… find talent that your competitors miss, stop you over-paying for great talent, and keep that talent."

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Mesurer le Capital Humain
Scoop.it!

MONEYBALL AT WORK: They've Discovered What Really Makes A Great Employee

MONEYBALL AT WORK: They've Discovered What Really Makes A Great Employee | HR Analytics and Big Data @ Work | Scoop.it

Hiring decisions have always been limited to a few imperfect factors, including what appears on a resume and what impression a candidate gives off in an informal interview
.



Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Great post at Business Insider on how Moneyball changed the game (the hiring game to be exact!) As Linkedin’s VP Dan Shapero says it: "Recruiting has always been an art, but it’s becoming a science."

 

The article describes the ways Moneyball revolutionized the recruitment of people:

-       Making the résumé passé

-       Thinking beyond the college degree and grades

-       Data analysis is replacing the job interview

-       Getting better and more adequate data (even when it’s not visible at first sight)

 

As a bonus the article tells us the (evidence-based) characteristics of what makes a great employee.

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Mesurer le Capital Humain
Scoop.it!

Top Performers Produce 4x More Output and Higher Quality Referrals

Top Performers Produce 4x More Output and Higher Quality Referrals | HR Analytics and Big Data @ Work | Scoop.it

"Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to."


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Excellent article on ERE.net (written by John Sullivan) discussing two studies  that provide valuable and practical lessons for HR and Talent Management. The first study “revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output.” This high ROI rate has consequences for HR: “Top performers need to be prioritized.”

 

The second study fits with the former one. This study shows that “a referral from a top performer who is hired will produce nearly three times more profit impact (+90%) for the firm compared to the referred worker from a below average performer.” Some consequences for HR: Measure quality of hire and identify high-quality referrers.

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Big Data in Human Resources: Talent Analytics Comes of Age - Forbes

Big Data in Human Resources: Talent Analytics Comes of Age - Forbes | HR Analytics and Big Data @ Work | Scoop.it
Gartner expects the market for BigData and analytics to generate $3.7 Trillion in products and services and generate 4.4 million new jobs by 2015.
Tony Brugman (Bright & Company)'s insight:

Good contribution by Josh Bersin in Forbes on Big Data in HR.

 

Interestingly, he gives an performance analytics example for 'Hiring the Best Sales Person'. A financial services company looked at sales performance of new employees and correlated performance + retention rates against demographic factors. 

 

The described findings:

 

What did drive sales performance:

* An accurate, grammatically correct resume

* Having completed some education from beginning to end

* Having successful sales experience in high priced items

* Demonstrated success in some prior job

* Ability to work under unstructured conditions.

 

What did NOT matter:

* Where the candidate went to school

* What GPA they had

* The quality of their references.

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Mesurer le Capital Humain
Scoop.it!

It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting

It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting | HR Analytics and Big Data @ Work | Scoop.it
Recruiting Is Literally the Last Function to Measure It’s Output Quality Quality is such an easy-to-understand thing. It is an improvement in performance a

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Whoops! (Great analysis as always by ERE's John Sullivan!)

more...
Andrée Laforge's curator insight, July 28, 2015 8:00 AM

Super article de John Sullivan sur la qualité de l'embauche!

Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Should Your Voice Determine Whether You Get Hired?

Should Your Voice Determine Whether You Get Hired? | HR Analytics and Big Data @ Work | Scoop.it
Voice profiling is a promising, but tricky, new technology.
Tony Brugman (Bright & Company)'s insight:

Cool HBR piece on HR Technology innovation: using voice profiling to recruit new employees (e.g. for sales and customer service). "The use of computer-based algorithms to predict job fit based on an analysis of a candidate’s voice."

 

Further scientific research is needed to improve accuracy of the technology. Also, the authors/researcher say "we should think carefully about the ethical implications of adopting this method". 

 

"Until we are able to understand precisely how a person’s voice may contribute to organizational effectiveness, and whether it does so better than alternative attributes that a candidate can control, we should regard voice profiling only as an interesting experiment.

 

Also read:

http://www.npr.org/sections/alltechconsidered/2015/03/23/394827451/now-algorithms-are-deciding-whom-to-hire-based-on-voice

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from HRintech - - - HR Innovation & Technology
Scoop.it!

The rise of algorithmic HR

The rise of algorithmic HR | HR Analytics and Big Data @ Work | Scoop.it

A group of researchers — Nathan R. Kuncel, Deniz S. Ones, and David M. Klieger — analyzed 17 studies of job applicant evaluations and found that a simple algorithm outperforms human decision-making by at least 25%. Why does this seem counterintuitive? Shouldn’t human experience and understanding of company culture have a higher predictive power?


Via Alexander Crépin
Tony Brugman (Bright & Company)'s insight:

Is HR analytics here to stay or does human intuition win? This nice article by Gigaom Research expert Stowe Boyd says 'yes'! "Algorithmic HR raises some legal questions — because people who aren’t rated a good fit are effectively blocked from the jobs — but the results are hard to argue with."

 

And if thát is not enough, Boyd throws in Facial Analysis technology to shut all the critics! "Managers who believe that looking in a candidate’s eye still has a place may be interested in the current facial analysis program at the Milwaukee Bucks."

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Proprietary Metrics — the Next Big Thing in Talent Management - ERE.net

Proprietary Metrics — the Next Big Thing in Talent Management - ERE.net | HR Analytics and Big Data @ Work | Scoop.it

"I am a strong advocate of what I call “parallel benchmarking,” which is borrowing the proven best practices from completely different industries and functions. This article advocates the borrowing and the adaptation to talent management of what are known as “proprietary metrics” from the baseball industry. Proprietary metrics get their name because they cover metrics that are so powerful that they are “owned” and their components are therefore not shared."

Tony Brugman (Bright & Company)'s insight:

John Sullivan introduces Proprietary Metrics, another great Baseball invention coming to HR (Analytics)!

 

Interestingly, metrics can be used as a competitive advantage:

"Proprietary metrics in both baseball and talent management by definition are unique and valuable, so the data used, the methods for collecting the data, and the components in the metric formula are all treated as valuable secrets. This exclusive or limited use allows executives using the proprietary metrics to make better talent decisions than their competitors."

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

Talent blackhole: Big data specialists thin on ground

Talent blackhole: Big data specialists thin on ground | HR Analytics and Big Data @ Work | Scoop.it
While companies seek to leverage big data against their competitors, the main struggle is a talent shortage, new research indicates.
Tony Brugman (Bright & Company)'s insight:

"By 2015, 4.4 million IT jobs will be created to support big data globally, but only one-third will be filled" Australian research by Hudson shows that 78% of the respondents "feel their business is not currently equipped to undertake a big data initiative, as they lack the relevant skills and competencies."


Hudson proposes key functions required for effective big data management:

* Program leadership

* Data management

* Domain expertise

* Big data analysis

* Big data project management

* Campaign management

* Campaign assessment

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Mesurer le Capital Humain
Scoop.it!

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score | HR Analytics and Big Data @ Work | Scoop.it

"Champions insist that you keep score. If you understand that concept, you shouldn’t be surprised that one of the best ways to separate champion recruiters from weak ones is to bring up the topic of assessing individual recruiter performance."


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

ERE.net Part 1 of John Sullivan's excellent post on keeping a scorecard for recruiters to increase accountability (and in the end their performance). Sullivan gives three scorecard examples:

- A focus on the percentage of improvement in performance

- A year-long assessment of a recruiter’s progress

- A performance comparison to the best and the best ever

more...
No comment yet.
Scooped by Tony Brugman (Bright & Company)
Scoop.it!

How Big Data Is Playing Recruiter for Specialized Workers

How Big Data Is Playing Recruiter for Specialized Workers | HR Analytics and Big Data @ Work | Scoop.it
In industries where good talent can be hard to find, companies are using algorithms to scour the Web for recruits, and in the process, they are challenging some traditional notions of hiring.
Tony Brugman (Bright & Company)'s insight:

Great in-depth article in New York Times on Big Data and Recruiting (or as they call it "Work-force Science"), especially focused on the search for IT talent. The article describes the story of a young start-up, Gild, that developed technology to mine the internet for new recruits. But more interestingly, "Gild is trying to see whether these technologies can also be used to predict how well a programmer will perform in a job."


This raises the question in the article whether Gild's methods are not too technological driven, relying too much on the big algorithm and ignoring the human side of hiring. On the possibility of "wasting talent" Gild responds that it’s building “machines that try to eliminate human bias”. “Let’s put everything in and let the data speak for itself.”

more...
No comment yet.
Rescooped by Tony Brugman (Bright & Company) from Big Data Daily
Scoop.it!

The War on Talent: How Social and Analytics are Reinventing the Art of HR - Wired

The War on Talent: How Social and Analytics are Reinventing the Art of HR - Wired | HR Analytics and Big Data @ Work | Scoop.it
The War on Talent: How Social and Analytics are Reinventing the Art of HR Wired In an ever increasingly social and digital landscape where potential candidates are active over social networks, tagging their expertise and proactively making...

Via Fred Thiel
Tony Brugman (Bright & Company)'s insight:

Nice article on Wired written by IBM's VP HR/Workforce Analytics. He sees a fundamental shift in how organizations are searching for and developing talent: "gone are the days of static job postings and sifting through stacks of resumes."


"A unique combination of social, analytic and talent management tools are required to attract and retain the talent needed to drive value for your organization and build a Smarter Workforce."

 

He describes the example of Regeneron Pharmaceuticals:

Pressured by a tough labour market, the company first started using analytics to determine which skills were needed from their future applicants, and then matched the skills required with targeted applicants. With positive results: realizing the goal of hiring 350 scientists in a short time frame, 1000 new employees in following years, and added business value (developing 10 new drug candidates in record time).

more...
Fred Thiel's curator insight, April 11, 2013 12:08 AM

Want ads may soon be a thing of the past

ManpowerGroup France's curator insight, April 16, 2013 1:35 AM

"Regeneron Pharmaceuticals:

Pressured by a tough labour market, the company first started using analytics to determine which skills were needed from their future applicants, and then matched the skills required with targeted applicants. With positive results: realizing the goal of hiring 350 scientists in a short time frame, 1000 new employees in following years, and added business value (developing 10 new drug candidates in record time)."