Tag Archives: Analytics

Increase Remote Worker Performance… By Adding Personalized Performance Metrics

Measure WFH performance through performance metrics.

With few face-to-face meetings, remote workers still need feedback, so provide it through performance metrics. Yes, those working remotely no longer have the multiple opportunities to discuss any progress on their work with coworkers and managers. Fortunately, there is an alternative approach for providing feedback that may be more effective in some cases—adding personalized performance metrics for each remote worker. …

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Update Your HR Metrics For The SEC’s Human Capital Reporting Rules

HR SEC reporting rules and how to prepare

The SEC now requires listed firms to report their human capital metrics publicly, so this topic should be our #1 HR issue. However, few in HR seem even to be aware of these new requirements. No less the tremendous impact that these new public reporting requirements will have. Already in effect, the new SEC reporting rules will force HR to focus on identifying, quantifying the impact, and then publicly reporting each of its major human capital initiatives.

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Early Recruiting Steps Determine If Candidates Want to Work at Your Firm

Revelation! Did you know that two thirds (67 percent) of candidates decide on whether they would accept a job at a firm prior to their first interview? Recruiting leaders who have long treated all recruiting steps equally now need to rethink that approach. Rethinking is required because we now know that the first two steps (the initial communication and the …

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Jim D’Amico — A Profile of an Exceptional Corporate Recruiting Leader, Part 2

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders Last week in Part 1 of my compelling profile of recruiting-leader-extraordinaire Jim D’Amico, I covered his recommended actions, the firms he admires most, and his top best practices. This Part 2 covers how he measures success in recruiting, how to maintain leading-edge learning, …

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Jim D’Amico — A Profile of an Exceptional Corporate Recruiting Leader, Part 1

Note: this two-part article is part of my continuing series of profiles on exceptional corporate recruiting leaders. The first time I met Jim D’Amico, he was explaining how he convinced his healthcare CEO to let him try just about anything in recruiting, as long as he could show a positive ROI and a significant direct business impact. This “CEO influencing …

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Improve Talent Performance by Adding Prescriptive Actions to Your Metrics

This “think piece” is designed to stimulate your thinking about a major omission from your talent metrics. 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 …

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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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Part 2: Dr. John Sullivan on HR Reporting, Strategy

As see on Dice (January 31, 2017). Dr. John Sullivan has enjoyed a long and illustrious career as a talent-management expert. He’s published hundreds of articles on the topics of recruiting and talent management, in addition to dozens of whitepapers and 10 books, and spoken about the topic to every major business source including the Wall Street Journal, The New York …

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10 Reasons To Shift To A Data-Driven High Business Impact HR Model

As seen on Visier (February 9, 2017). The latest survey from the prestigious Conference Board ranks Human Capital as the #1 challenge facing global CEOs. At first glance, senior HR executives might take that top ranking as a positive thing. However, that would be a mistake because Human Capital was classified as a strategic challenge (not an asset) and it …

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