3.1

Get In Front of People

The single biggest asset to my business is me.

Knowing this helps guide my strategic plan.

The more I am in front of people talking about analytics the more the business will prosper.

The more people who here me talk about analytics will get excited and start believing they can master analytics too.

The more attendees, trainees and audiences who learn something from me, the more referrals to follow.

Branding for any company is all about building something that sticks in the minds of its customers as it also attracts new customers. Great brands don’t have to market themselves as much as they do just continue to do what they do best.

That has always been the goal of DMAI. To market me to the point where we are the name brand in analytics in the Philippines.

Analytics is something every business needs, but most businesses struggle with. It not easy to use data to empower better decision-making. The boom in big data makes it more challenging. The dearth of analytics talent available makes it seem impossible to many business leaders.

So that is why we need to get me in front of them. To show them how they can unlock their data to tap new prospects and discover new opportunities.

Once they have a sense its not as daunting as they thought, once they feel they can do what I do too, then our brand gains power. With each interaction between me and those who need me, we level up.

That is how we execute our master strategic plan. That’s why #IamDMAI

 

Dr. Data_Analytics in the Philippines

Engage The Network

Networking. Why do some many people fail at it? What do the great networkers have in common that make them great? What should you do when your networking efforts don’t produce the results you expect?

Asking myself these questions a lot lately.

I know a lot about networking strategy and have seen the master’s do it well. I have a lot of experience in marketing myself and my business. I have built a strong and recognizable brand. In many ways I am an expert on networking.

Yet networking is not easy for me. I am never really satisfied with my results. I am perpetually adding and creating and sharing. It’s in my DNA. But it’s still not easy.

When I talk about analytics I get energized. The more I talk about analytics the more energy I have to put into networking. Passing out business cards while sharing my story is awesome. Having people tell me they follow my blog and enjoy my writing is super awesome. Being in front of a crowd of curious minds who want to know more about analytics is super awesome x 1000.

So for me to engage my network, I can do a lot in person. But there are so many hours in a day I can devote to that. So engaging via social media is key to building the network substantially. Social media is 24/7 and can attract people who never have a chance to see me in person.

I have a marketing plan for engaging people via personal interactions.

I have a marketing plan based on appearing at events, conferences and schools.

I have a social media marketing plan for sharing content online.

And I have a media plan to build the network through more traditional methods as well.

You have to have these plans written out so people can follow them.

You have to talk about them constantly so people understand them.

You have to measure them consistently so you know if people are engaged with them.

That’s networking. That’s how I do it.

That’s why #IamDMAI

 

 

 

 

 

Stick to the Primary Goal

When you start feeling like you are going in several directions at once, but you are not happy with the progress you are making overall, then you need to sit down and do some strategy planning.

It has been awhile since I added some structure to what we are doing with DMAI so we don’t spend time doing things that don’t drive us towards  our primary goal.

The primary goal of DMAI is to bet the name brand when it comes to analytics in the Philippines. The reason we exist is to take advantage of the huge gap between supply and demand when it comes to analytics talent in the Philippines labor pool.

In the past few years the demand for analytics talent has boomed at a rate that has far outpaced efforts to attract, train and empower the supply. The past year or so has seen a great number of new players enter into the analytics and data science training space, but it is not enough to meet the global demand for analytics that the Philippines is caught up in.

As I add more and more data scientist and analysts every day on LinkedIn, I am seeing a pattern that is both concerning and exciting. Like in the U.S. and across the globe, the number of data science and analyst jobs mushrooms, but by and large the people filling the openings lack the experience to really be effective at them. Which of course means they will need more training. DMAI is in a good place to address this opportunity.

We have worked hard on building the brand and getting the name out. Working with key business partners to speak at conferences, conduct public training workshops and appear in the media has given us a lot of access. The amount of content we have created between social media, blogs, training materials and now books adds to our ability to share content.

So for the next 18 months, we will be asking ourselves every day this simple question. Is what we are doing right not working towards that goal of being the name brand in analytics in the Philippines? If not, then it’s not a priority no matter how much money it makes or how important it seems.

There can be only one top dog. And the dog’s name is DMAI.

Dr. Data_Standing Avatar#IamDMAI

Oh yeah, before I forget. Let me introduce Walter, my Analytics Avatar. You will be seeing him a lot.

 

 

Five Tips For Writing About Analytics

I write a lot about analytics. Blogs Posts, Power Point Presentations, Books, Training Materials, Marketing Pieces, etc.

What I write is influenced by what I read. 

I read a lot about analytics. Blogs, Books, White Papers, Research Findings, LinkedIn Posts and such.

What I read influences how I write. 

All that said and done, I came up with some quick tips to make writing about analytics more engaging.

Tip #1 – Write with passion. Analytics is a pretty dry topic on the surface. Lots of data and reports and formulas and models. The topic is among the leading causes of nosebleed amount my audience. SO, to get past the dry and head spinning content, your have to get people excited about it.

Let your passion for data-driven decision-making and using data to solve real world business problems shine.

Tip #2 – Keep it as simple as possible. This is my biggest challenge. Not getting to techie and using too many analytics buzzwords. Analytics is harder to explain then it seems, even though we all use analytics everyday. Companies know they need it, but can’t articulate how to use it successfuly.

Keeping my writings accessible to the novice analyst, but still interesting the expert is a key reason for my success.

Tip #3 – One Subject at a Time. It’s easy to start down one path and get pulled into tangents. Data is everywhere. Analytics means something different to every business. Trying to keep your writing focused is super important. Review key concepts and allow for everyone to keep up.

With blogging its easy, stay with what is on the subject line. With books and training materials, as long as you stick to your outline you will be fine. However you write, always make sure every thing ties back to the beginning.

Tip #4 – Get the Audience to Ask Questions. With my writing, I ask a lot of questions without actually asking questions. If you need help with this, connect with me. A lot of companies struggle with this (implying like your company does). I am constantly getting my audience to ask their own questions as they read.

It is all about creating an environment that encourages reflection and analysis. One question leads to another until you have created a culture of curiosity and discovery.

Tip #5 – Share Your Opinion. Your audience is reading your work because you are the expert. They don’t have the experience and/or the confidence to use their data or conduct their analysis on there own. Be the subject matter expert for them and they will keep coming back.

In today’s information age, everyone can be an expert in their own little niche. To truly become a thought leader, you have to be always sharing your opinions not just to your followers, but to your future followers as well.

As the number of analysts and data scientists explodes across the global work place, the need for experts has never been greater. If you have some knowledge others will benefit from and not sure how to get started in telling you story… connect with me. I will show you how.

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Sonic Analytics – The Premier HR & Recruitment Analytics Solutions in the Philippines

Sonic Analytics is an HR and Recruitment Analytics-centric consulting, outsourcing and training company with teams in the United States and the Philippines. We specialize in corporate HR & Recruitment analytics consulting, public analytics trainings as well as small and medium HR and Recruitment Analytics outsourcing.

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Our unique approach takes advantage of our extensive network among Filipino companies, call centers, BPO companies and top schools to identify recruit and train people who have the required skills to be a good HR or Recruitment Analyst.

We have created different analytics programs including Recruitment Analytics, HR Analytics, Business Analytics, Data Analytics and Data based Decison-Making.

Whatever HR and Recruitment challenges you face, we can work with you to enchance your organization’s performance through in-house training.

We’ll help you find new HR and Recruitment analytics technologies, methodologies, talent and/or reporting. We can also help you in assessing your current analytics culture and develop a strategy to enhance or improve your use of your talent management analytics.

We provide back office support from a pool of talented people specifically recruited for their analytical abilities. We specialize in setting up home based team of analysts who can do basic and moderately difficult types of analytics including PUBLIC DATA MINING, INTERNET RESEARCH, COMPETITIVE INTELLIGENCE, BUILDING BUSINESS DASHBOARD etc.

“In the end, HR & Recruitment analytics is all about finding the right data, analyzing it and reporting your findings to empower talent acquisition and management teams”

 

-Dan Meyer, President & Founder

Finding Meaningful Ways to Use HR Data

One of the biggest challenges people have with using more data in their talent management process is that many leaders just don’t know where to start. Most HR organizations have tons of data on end to end talent management from recruitment to training to operations, but it is not easy to see meaningful patterns within all the data.

HR data used to be something easily captured in spreadsheets. Some of us have evolved to using more robust applicant tracking systems and talent management tools. Cutting edge HR teams are able to use the Big Data in their business to fuel a mature analytics engine that leads to insightful reports and business dashboards. Recent leaps in technology have given data hungry HR professionals access to a wide range of employee information that  can be used in ways unimaginable just a few years ago.

To really find meaningful ways to use HR Data, today’s HR professionals needs to have at least a working knowledge of the data they have in their business. To be successful they need to know how to access and analyze the data, provide it to decision-makers and incorporate the data into a living process of continuous improvement.

11709268_10153506561077425_1608720566061502683_nIn the end, success with HR data all boils down to the culture of the business. Is the team, or at least a number of the team, tech savvy and analytical? Is curiosity encouraged when it comes to finding new data? Is proactively mitigating risks and eliminating waste in the talent management process encouraged? If yes, then you are doing better than most.

Finding meaningful ways to use HR Data is not just about the cool new technologies available, nor is it just about harnessing the power of Big Data. It is as much as, if not more important that the HR team share a culture that optimizes the use of HR Data in defining strategy, making decisions and improving the business.

If you are wondering how to find more meaningful ways to use your HR Data, connect with me. I have helped dozen of HR teams to find ways to up their game when it comes to growing a data-driven culture that can maximize the big data in their business.

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Whats Missing in Your Cost Per Hire Metric?

One of the most common metrics used in recruitment is cost per hire. Generally used to bring together all the costs associated with filling an open position, cost per hire is probably the most widely used metrics across all types of recruitment. It is a close to a universal metric as we have. However, most of us are not using it correctly.

First make sure your calculation includes all factors related to filling the positon that have an external cost like marketing, advertising, job fairs, job board fees, travel time to events, remote interviewing, etc. Any and everything you can think of that happens outside the office that adds to your total cost.

Now do the same for factors that are internal to the business. Salaries, bonuses, reimbursement expenses, application tracking systems, copy and printing costs, etc. Make a list and notate the expense for any and everything you can think of that happens inside the office.

In both cases, also include data for shared costs from expenses that cover more then one opening. In many cases we don’t include things like rental expenses, association fees, government requirements, really anything that your organization spends money on that directly supports your recruitment efforts. In many cases, you can divide the total amount by open positions to come up with some kind of weighted amount assigned to each open req.

Now one more piece to your cost per hire metric, that most of us miss. Expenses related to not filling the position. How much is lost in productivity? What revenue forecasts come up short? How much is spent on overtime and other compensation for staff covering for the open position? When you factor these items in you can get a much deeper understanding of the cost per hire to the business.

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If you are doing all of these things and feel you have a very solid cost per hire metric, then you are in the minority. In an ideal world, recruitment teams can better allocate resources based on what positions cost the most to fill. Better understanding all the data points that are added into the cost per hire calculation can also uncover opportunities for savings that you might not otherwise see.

On the other hand, if you are looking for some guidance on assessing your cost per hire metric to make sure its optimized to capture all of the relevant data points to your business then connect with me. I can help you get a true read on the cost per hire in your business.

Quick Analytics Survey: Reasons Why Analytics Projects Fail

I am in the process of sending out a quick analytics survey to my LinkedIn connections asking what is the most common reason analytics projects fail.

The survey will be extremely helpful as I am preparing a new book that focuses on why analytics projects fail. I want to list out the most common reasons and then add what can be done by analysts to prevent these causes of failure.

Here are the reasons I have come across in my career as an analyst and consultant.

Reasons Why Analytics Projects Fail:
#1 – Lack of Focus, no one makes the project a priority.
#2 – Lack of Vision, no clear idea of what the end product looks like.
#3 – Lack of Management Support, no support from above.
#4 – Lack of a Champion, no one to cheer team on to completion.
#5– Organizational Politics, gets killed by someone else.
#6 – Lack of Funding, not enough money to complete the project.
#7 – Lack of Talent, don’t have the experts need to be successful.
#8– Lack of Resources, not given all the tools you need to finish.
#9– Bad Data, you complete the project, but end up with bad data.
#10 – Key People Leave, someone leaves that can’t be replaced.
#11 – No End User Participation, not useful to those its built for.
#12 – New Technology, it becomes obsolete before it can be used.
#13– Over Reliance on External Help, slowed by waiting for others.

4.6

If you have a reason, not covered by this list, please feel free to reply with that’s as well.

This future book will be a companion book to my recently completed Analytics Guidebook and my current book in process entitled Data-Driven Cultures.

If you are having problems in your organization with analytics projects faltering or failing to be the success you had hoped for, let me know. I can help you identify the cause, come up with a solution and help you ensure your analytics projects becomes a huge success to the organization.

Aligning Strategic Business Insights Through HR Analytics

Here is my course outline for the upcoming HR event I will be speaking at on August 17, @ SMX in Pasay.

Title of the Program:  Aligning Strategic Business Insights Through HR Analytics

Learning Session Description
From sourcing, through hiring, beyond training and towards retention, the best HR teams know their data and use it to stay focused on the overall strategy of the organization.  This learning session is designed for HR and Recruitment professionals to identify key data points and be exposed to analytic techniques  that are paramount to successfully aligning HR to a strategic business plan.

Learning Session Objectives
The specific objectives of this unique fun-filled learning experience are;

  • Be exposed to cutting edge analytic techniques being used by successful HR and Recruitment Team in the Philippines and abroad.
  • Gain a deeper understanding of what key metrics and data points add value to HR teams as they use data to align business strategy.
  • Be empowered to produce actionable reports that give decision-makers the right data at the right time to ensure a more solid business strategy.

Key Benefits from Attending this Learning Session
 In this session, your organization will be able to:

  1. Define the most important data points to the organization’s strategic plan.
  2. Develop an analytics strategy around how to better use data in decision-makin
  3. Deliver new analytics techniques to the rest of their team to better align HR and Recruitment with the core business strategy.

In this session, your participants will be able to:

  • Identify key data points within their HR and Recruitment business data.
  • Learn how to bring these data points into an inventory that allows quicker and more powerful analysis.
  • Integrate these data points and analysis into management reports full of actionable insights.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • Executives, Managers and Business Leaders who are looking to empower their HR and Recruitment teams to use more data analysis in their strategic planning.
  • HR and Recruitment Managers who use data and analytics as well as employee analysts to help in strategic planning and business optimization.
  • HR and Recruitment Supervisors and Team Leaders who use data and analysis to manage their teams and implement strategy.
  • Analysts working with HR and recruitment data who add value to the overall HR strategy though their reporting and analysis.

Learning Session Outline

This session will be broken into 4 key areas:

  1. Cutting Edge HR Analytics
  2. Finding the Right Data
  3. Key Analytic Techniques
  4. Actionable Reporting

Teams that are successful in each of these 4 areas, will be ahead of the game when it comes to keeping HR at the forefront of defining, aligning and implementing business strategy.

Learning Session Process

This session will utilize a variety of proven adult learning techniques to ensure maximum understanding, comprehension and retention of the information presented. This includes thought provoking discussions and analytics solutions presentations.

If you are interested in attending, check out the image below for details. Hope to see you there!

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Only Data Dinosaurs Promise “One Day” or “On the Spot” Hiring

In the ever quickening world of BPO companies in the Philippines, the latest recruitment slogans promise One Day or On the Spot Hiring. Like the last dinosaurs, these big companies are making a futile effort to avoid extinction.

Anyone ever involved in recruitment will tell you, that its hard enough to find good candidates, but trying to find rock stars with a one day, end to end, recruitment process is ludicrous. Not using more data and analytics in their process, will lead them to walk with the dinosaurs.

When it comes to trying to compress the recruitment process cutting edge companies look to technology and data analysis to help them narrow the field and make quicker hires. While dinosaurs just through more manpower at the problem. They ramp up with staffing staff and take shortcuts in skills assessment, candidate fit and potential success to meet the ever increasing demand for talent.

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When you see the headlines promising one day hires, you look at the companies and see they are doing things like its still the Jurassic Era. Resume screening in mass, scaled down skills tests and group final interviews. No demographic profiling, no analysis of the candidates distance to work or difficulty of commute, no predictive modeling based on candidate data to show likelihood of employee success. Its like watching a bad sci-fi movie about dinosaurs taking over the planet. It will not end well.

In today’s hyper competitive job market, only the companies who evolve to using more intelligent recruitment methods will prevail. The rest will someday take their place in a museum of failed BPO companies from the early 21st century.

And its not that expensive, not is it really that hard to invest in analytics solutions. The cost of ramping up and hiring more people to do hiring  is always more costly over time then a good business intelligence tool.

Instead of shortening your process to stave off eventual extinction, evolve your business to get with the times. Don’t end up like everyone else offering the promise of expedient hiring to fill seats, that in the end just need to be filled again and again. Hire a recruitment analytics expert, have them dig into your data and come up with a smarter solution.

I can show you how. I have helped dozens of BPO companies come up with analytics solutions that help them avoid the trap of one day hiring. Connect with me if you want to survive.