October 16 , 2017

HR Metrics & Analytics

Top 15 Design Principles for Talent Metrics and Analytics

By Dr John Sullivan ATC 04 Feb 2015   Whether you work in Australia, the USA or Europe, the hottest topic relating to how the Talent Management function operates is how to shift to a “metric based” decision-making model using advanced and predictive analytics (Note: the #2 topic is often making all talent applications fully accessible from the mobile phone). The ... Read More »

Hire Like Google — Project the ‘Career Trajectory’ of Your Candidates

I frequently get asked the question “What is the one thing that recruiting functions should be systematically doing, but for some unexplained reason, it doesn’t do it?” Well, one quick answer to that question is “to project the career trajectory of potential hires.” Which simply means to assess whether a candidate, after they are hired, are likely to progress and ... Read More »

Top 15 Design Principles for Talent Metrics and Analytics

Published at ATC Hub February 4, 2014 Whether you work in Australia, the USA or Europe, the hottest topic relating to how the Talent Management function operates is how to shift to a “metric based” decision-making model using advanced and predictive analytics (Note: the #2 topic is often making all talent applications fully accessible from the mobile phone). The fact ... Read More »

HR Ranks at the Bottom — Reasons to Adopt Metrics and Predictive Analytics

When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly you find that HR ranks at the very bottom. Compared to finance, which is ranked No. 1, HR compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users. HR shouldn’t be ... Read More »

Workforce Speed — the Most Impactful Talent Factor That No One Is Managing

I work in the Silicon Valley, where we have a long-established mantra of “faster, cheaper and better.” But now no matter where you work in the world, almost everyone can sense the fact that every aspect of global business now seems to move significantly faster than it did even 10 years ago. You could even label the 21st century as “the ... Read More »

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 2 of 2)

by Trena Luong and Dr. John Sullivan This is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms. In part one we highlighted Category 1, the lack of a short-term impact associated with ... Read More »

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 1 of 2)

by  Trena Luong and Dr. John Sullivan We are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their posting of shallow diversity metrics was sufficient. Because males dominate ... Read More »

Metrics for STEM Women – a Critical Examination of the High-tech Approach

by Trena Luong and Dr John Sullivan There has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. Although the firms’ intentions were good, the limited scope of ... Read More »

Calculating the Dollar Costs of a Bad or Weak-performing Employee

Almost every manager, when asked, readily agrees that weak employees underperform average employees by a significant amount. We certainly know from sports teams, where performance is easily measured, that there is a huge performance differential (often double or triple) between the below average, average, and top performers in the same position. From a talent management perspective, if the “performance differential” ... Read More »