November 16 , 2018

HR Metrics & Analytics

Improve Talent Performance by Adding Prescriptive Actions to Your Metrics

Reading metrics with coffee

Can you imagine the frustration that a manager experiences, when, for example, they are presented with a metric revealing high turnover, but there is no follow up covering the actions needed to lower it? This simple lack of “action guidance” is one of the primary reasons why talent-management leaders have been almost universally frustrated with the results produced by their metrics initiatives. A primary cause of underperformance is that almost all corporate metric processes omit what are known as “prescriptive metrics.”

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Crunching the Numbers – Heading Off ‘Regrettable Resignations’

As seen on SHRM.org by Arlene Hirsch (08/28/2018). Crunching the Numbers John Sullivan, Ph.D., a thought leader in talent management based in Pacifica, Calif., recommends that HR professionals create color-coded “heat maps” that highlight the most severe turnover areas, and then quantify the impact in dollars and cents so that decision-makers fully understand the turnover picture. These maps can be segmented …

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These Speed-of-Hire Metrics Will Convince Your Managers to Hire Faster

Increasing your speed of hire ranks as the No. 2 option for improving a firm’s quality of hire. The competition for talent is so high these days, that if you don’t hire extremely fast, quality candidates who apply at your firm will be gone within days because they have accepted another offer from a firm that acted faster. Some firms, …

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7 Metrics that the Most Data-Savvy Recruiting Teams Are Tracking (Posted by Drake Editorial Team)

Posted by Drake Editorial Team.  If you closely research (as I have) the top five global companies with the highest market value (Apple, Google, Microsoft, Amazon and Facebook) you’ll realize that they all have three things in common. First, they are all serial-innovation firms. Second, they are all recruiting powerhouses. And third, an important lesson for recruiting leaders, they all excel …

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Without Metrics, Weak Onboarding Will Neutralize Your Recruiting Results

Think about it for a minute. You devote thousands of dollars and hundreds of management hours to recruiting, and as a result, you land a great candidate. But all that is for naught if the new hire gets off to a bad start and soon after quits because the onboarding program lacked goals and metrics. If they do stay, the …

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The Top 7 Ways to Get Hiring Managers to Devote More Time to Recruiting

As seen on ERE Media (June 5, 2017). Of all of the contributing factors that lead to success in recruiting, the hiring manager has the highest overall impact. For example, one study found that recruiting’s relationship with the hiring manager was the No. 1 driver of overall talent acquisition’s performance and that it was four times more influential than the …

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6 Powerful Metrics to View Your Talent Impact

As seen on Drake Business Review (Volume 7, Number 2) Page 26. In a world where it’s easy to get a snapshot assessment of your personal physical health or your organization’s financial or IT security effectiveness, what could be more valuable than an easy-to-conduct executive-level snapshot assessment of talent management and HR? Unfortunately, most in HR are satisfied with a …

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Stop Talking The HR Talk If You Want To Be Heard

As seen on TLNT (May 5, 2017). One of the reasons why talent managers continually strive to become more strategic is that they want their ideas and problems to be noticed by their CEO. Because executives have a strategic focus, being viewed by executives as having a strategic impact helps individual talent functions gain more support and critical budget dollars. …

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Impress Your CEO By Focusing On The Things They Care About

As seen on ERE Media (May 2, 2017). Contrasting the Factors That CEOs Focus On, With Those That Garner Little Interest One of the reasons why talent managers continually strive to become more strategic is that they want their ideas and problems to be noticed by their CEO. Because executives have a strategic focus, being viewed by executives as having …

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