BLOG: Data Driven Workforce

Jennifer Hanniman

Jennifer Hanniman

Recent Posts by Jennifer Hanniman:

Tailor Your HR Analytics to Your Audience   [5 Minute Friday]

As we discussed in last week’s 5 Minute Friday post, one key aspect to successfully using analytics to drive decision making is being able to tell the story – apply important context to the results to understand what they mean.

Another key consideration is your audience.  Your audience should determine what analytics to focus on and how you visualize the results.

Some key questions to consider as you think about how to engage an audience with analytics:

  • How does your audience normally consume data? Do they prefer charts and graphs or just the bottom-line numbers? Are they open to a different format from what was used before?
  • What questions does your audience typically ask? Do your dashboards support having quick answers or do you currently have to piece it together?

The HR team engages with a number of different audiences across an organization, each with different needs in terms of information and analytics.  Here are 3 examples of how our customers are using different analytic approaches to communicate with Executives and Lines of Business, as well as prepare for those ad-hoc questions that inevitably come up in discussions.   

Topics: 5 Minute Fridays

4 Ways to Better Hiring Results With Analytics (Part 4)

We’ve shared with you the first 3 steps to getting more out of your Candidate data by tying your analytics to hiring results and diving into the data. (See Parts 1, 2, 3 here if you're getting caught up.) Today I want to share with you the final step - Step 4 - Refine The Results.

Once you review and share the initial results, you will likely want to further refine the analytic views to tailor to your needs. 


4 Ways to Better Hiring Results With Analytics (Part 3)

In the last two blog posts I shared the first step in getting more out of your candidate data by tying your analytics to hiring results (Part 1, Part 2). Today I want to share with you Step 3 - Dive Into the Data.

If you are cringing when we mention data, take a quick step back to understand what data is actually needed in order to do the analytics. To be able to use candidate analytics, the focus needs to be on collecting the data required to analyze the stages and segments that are important to your business. If cleanup is required, focus on the key segments first and gradually move to the next step.

There are three types of data required to be able to analyze the volume and conversion rates in your candidate pipeline: candidate pipeline process data, requisition data, and candidate data.

4 Ways to Better Hiring Results With Analytics (Part 2)

Last blog post I talked about the importance of tying your analytics to hiring results - and in this post I want to dive a little deeper into this area.

Step 2: It’s all about the stage...