3.1

Analytics Resource Speaker at Your Service

Analytics is my passion. I live to have conversations about using data to drive decision-making.

I share my passion through a variety of communication channels including my new book, Putting Your Data to Work, my blog (www.dmaiph.com), corporate trainings, and various public speaking engagements at conferences, seminars and schools.

Given what I have learned about your program so far, I am confident I can produce a high quality online training for your audience. If we are to target development professional, I can speak about how to enhance data gathering, improve data analysis and deliver impactful reports.

If we want to go broader, I can focus on a more general overview of how to infuse more analytics and data-driven decision-making into just about any organization.

The beauty of what I do is that just about everyone needs guidance in trying to get a handle on their data and use it to tell better stories. It is not hard to tailor a talk that give the audience exactly what they need when it comes to understanding and using analytics. I can  adjust my presentation based on the tech skills and data geekiness of the audience as needed.

If you are in a situation where you need a subject matter expert on analytics to help your audience to get excited about analytics, I am your man.

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Getting To The Cutting Edge with HR Analytics

When I talk about HR Analytics, like I will this afternoon at SMX as part of the 10th annual HR Congress, I generally break things into 4 topics areas. The four are:

  • Cutting Edge HR Analytics
  • Finding the Right Data
  • Key Analytic Techniques
  • 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.

Cutting Edge HR Analytics happens when you have the right combination of talent, technology and technique. You need the right people using the right technology and employing the right techniques to be successful when it comes to HR in the 21st century.

Being able to find the Right Data at the right time happens when you have the 3 T’s in place. This allows you to have all the data you need to answer business questions at your finger tips. And it allows HR to be the primary source is setting and guiding the execution of business strategy.

You can use Key Analytics Techniques to help you not only find the right data, but also to add new data sources and to build impactful reporting solutions. And you can share your techniques across the organization to empower others to use HR Data to drive business strategy.

The end goal of using HR Analytics is to provide actionable reports that keep the business aligned to its core strategy. By identifying opportunities and risks, by sharing data and analysis across the organization and empowering data-driven decision-making, HR Analytics is the key to success for any business.

If you are interested in learning more and would like to get a copy of Putting Your Data To Work , connect with me via e-mail at analytics@dmaiph.com

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10 Points Whey There is a Need for a Data Science Consultancy

My good friend Albert Gavino recently posted about why there is such a strong need right now for data science consultancies.

Bert is a data scientist in the truest sense of the word. So when he listed 10 reasons, which I think are spot on, I asked him if I could share. The 10 reasons are:

  1. Some (if not most) companies want to get into it, but are not sure if they need it.
  2. They need direction on how to do it.
  3. They need information on how much to invest in data science infrastructure
  4. They need people with skill sets to be able to implement data science
  5. Some are biased towards proprietary software while some like the open source guys like Apache.
  6. CEOs think it’s all about big data
  7. Data Science is continually evolving so don’t ask me about AI and deep learning….it’s still transforming things
  8. How much does it cost to consult for a data science? pretty high because we all know demand and supply in this industry
  9. Recruiters confuse programming languages and tools such as R, Python, SPSS, SAS, matlab, spark, scala, hadoop, hive, mahout (there are just too many out there they would get lost)
  10. There is a gap in our Academic Curriculum where they just teach electives such as Business Analytics which does lack a lot of information to the needs of the industry.

So if the point is not already clear, there is a growing difference between the haves and the have nots when it comes to analytics and data science.

If you want to be with the have and leave all the have nots behind, you have to invest in a good analytics solution, a data science team and some technology to help you handle your big data.

If you want to learn more, please look for my friend Albert Gavino or connect with me.

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Getting IT: Aligning HR Data to Business Strategy

Here is a sneak peak at the presentation I will be delivering at the 10th Annual HR Congress at SMX.

Cutting Edge HR Analytics require the 3 T’s of analytics; talent, technology and technique. When you have the 3 Ts in place you can do the following:

  • Find the Right Data at the Right Time, which is the secret to HR Analytics success.
  • Key Analytic Techniques come from knowing the HR data environment in your business.
  • With that, you can deliver Actionable Reporting, which the lifeblood of measuring the success of efforts to align HR with the business strategy.

My personal favorite technique is the 3 I’s.

  • To Identify key data points within their HR and Recruitment business data.
  • To bring these data points into an Inventory that allows quicker and more powerful analysis.
  • Integrate these data points and analysis into management reporting that is full of actionable insights.

There are the 3 I’s of getting IT when it comes to HR Analytics and Business Strategy.

Mastering the 3 I’s and having the 3 T’s in place allow your HR Team to use data and analytics to get IT.

So then how how exactly do you align your HR data to the business strategy? Here is a summary:

  • Have the 3 T’s (talent, tech and technique)
  • Use the 3 I’s (identify, inventory and integrate)
  • Make Friends
  • Think Outside the HR Box
  • Keep Your Data Lake Clean
  • Share Your Data and Analysis
  • Visualize and Enchant

During my presentation, participants will get a lot more information on just how this works.

If you are interested in learning more about how your HR team can get IT, or in getting your hands on a  copy  of my new book, Putting Your Data To Work, connect with me or send an email to analytics@dmaiph.com

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Published! Putting Your Data To Work

So happy to announce that Putting Your Data to Work is now available.

To my knowledge this is the first analytics book written specifically for the Filipino.

Empowering analysts and advocating for the use of data and analysis in decision-making is what I am most passionate about!

If you are interested in obtaining a copy for our first print run, please send and email to analytics@dmaiph.com

Engaging and Sharing on LinkedIn

Given the nature of LinkedIn as a social network for professionals, I try to devote as much time as connecting with people like you as possible.

I want to hear your story. What is it that you do? Perhaps there is an opportunity for us to collaborate in some way.

As for me, I really do 3 things that flow out of my passion to help people use data and analytics to empower more data-driven decision-making.

I talk about analytics.

I consult on analytics.

I lead using analytics.

That’s pretty much it.

Analytics training is something that just about every business can benefit from. Being exposed to new ideas and approaches to using data allows a business to stay on the cutting edge of big data and data science. That’s what I love to do. Empowering the use of analytics.

Taking the time to look inward and assess where an organization is with analytics and where they would like it to be is a huge priority for those who get the power of optimizing business data. This is how I help. Defining analytics cultures.

Managing a small, virtual based team of analytics talent based in the Philippines allows me to also offer a solution to many organization’s biggest analytics challenge; shortage of top talent. This is how I make life easier. Expanding the team.

IMG_1310So that’s what I do. I love to do these things and I do them well. What about you?

What are 2-3 things you love to do? I’m betting there is an opportunity there to add value to each other’s network.

And that is the beauty of LinkedIn.

 

Being Part of Something Bigger Than Yourself

I share a lot of content. Sometimes I post in groups and on pages. Sometimes I speak at conference and seminars. Sometimes I do in-house training and consulting. Sometimes I blog or publish. And sometimes I e-mail.

It is only the last one that I generally get any negative energy from. I send out thousands of emails in the average month to a % of my combined almost 20,000 friends, connections and followers.

My emails are clearly not spam. They are generally attempts to open a conversation, solicit feedback or ask a question. I work hard to make sure they are relevant to the audience and will engage at least a small % of the people I have connected with.

I never send anything to people who have not already agreed to be part of my network. In fact the whole idea of joining a social network is to share experiences, discover new opportunities and add value to the lives of others.

Yet, every so often one of my email is met with a single word. A reply that lets me know my attempt to connect with this person who is already in my network was not appreciated.

Unsubscribe.

Remove.

Stop.

Now if this was a purely marketing email that was email blitzed and spammed to a mass audience, then that night be acceptable.

But my emails are thoughtful and I take time in crafting both the message and making sure to the bet of my ability that the audience will benefit from the conversation.

A one word, negative reply mostly like means that the recipient did not read the message. Likely they are too busy, too important or too bothered to take the time.

Some would advise not to take it personally. Just delink them and move on.

But if you know me, you know I do take it a little personal. I took my time to include them in my network and try and engage them. How is that not a little personal?

I am looking for a network of people who actually believe they can do things to make the world a better place. I still have faith in the value of interpersonal connections, even if most people think the point is lost.

One word replies to someone’s hard work is just rude. So I reply telling them as much and then I unlink them. No point in wasting any more time on them.

They obviously are not in a place where they do not feel the need to be part of something bigger then themselves.

And now they are no longer a part of my world.

4.8

 

The Three T’s of Recruitment Analytics

I often talk about how having good recruitment analytics takes a combination of the right talent, the right technology and the right technique. As a talent management professional, I am sure you have valuable insight into which of the 3 T’s you see as your organizations strongest and weakest point. From your perspective, is it:

Talent: You have to have people who get the recruitment process that are curious, comfortable playing with data and are good communicators. That have to be able to identify data, analyze it and provide actionable reports.

Technology: You need tools to help you leverage the opportunities stored in your recruitment data. The tools need to take data from different sources and blend it into a central analysis tool. The results should be displayed in reports and business dashboards that allow managers and decision-makers to act quickly and efficiently.

Technique: Your entire team needs to be part of the analytics process. Analysts can do the bulk of the work, but everyone needs to be empowered to use data to discover patterns, exploit opportunities and mitigate risks.

Which one of the three is the one your team has the biggest challenges with?

11709268_10153506561077425_1608720566061502683_nIn my experience, most recruitment teams have good talent in place, and many have the technology they need to be successful. The missing element is often technique. Few recruitment teams are truly skilled in using analytics to get the right candidates, one’s who will stick around, at the right time.

Infusing recruitment teams with tried and true analytics techniques in one of my specialties. Connect with me and I will show you how to get more bang for your buck when it comes to filling open positions and keeping them filled.

If you wouldn’t mind, please reply back to me with a quick reply telling me which of the 3 T’s does your team struggle with? It will be very helpful as I write my next analytics guidebook. Much appreciated.

Sincerely,

Daniel Meyer, Analytics Champion

www.dmaiph.com

 

 

 

An Analytics Guidebook for the Filipino Recruitment Professional

My next book comes out of a need to help the tens of thousands of professionals involved in recruitment in the Philippines.

I have conducted dozens of HR and Recruitment seminars and spoken at least as many recruitment themed events over the past few years.

The most consistent feeling across all of my interactions with Filipinos involved in recruitment is one of almost overwhelming challenge. There are simply not enough qualified candidates to fill open job postings. And even when candidates are hired, the % who attrit prematurely is at an all-time high.

This disparity between supply of qualified talent and demand of open jobs has continued to widen over the past several years. This is especially true for jobs that require a certain level of proficiency in foreign languages and high tech computer skills. The boom in the number of BPO and call center jobs in the Philippines is the biggest reason for this inequity between supply and demand.

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I often say, recruitment for the call center industry in the Philippines, right now, is one of the hardest jobs on the planet. Few places around the world are seeing such a concentrated effort to attract and retain employees from a fairly finite talent pool.

This analytics focused book, which is based on my interactions with thousands of Filipinos working in recruitment, is a much needed guidebook to find new and innovative data-driven solutions in the recruitment process.

As you read through this book, you will be exposed to proven methods to super charge your recruitment process and provide you with whole new perspectives on how to recruit and retain talent in your organization.

Each chapter will also introduce you to a new recruitment analytics metric that will empower you and your team towards a higher level of success when it comes to finding the right people at the right time.

  1. An Overview of Recruitment Analytics
  2. The Global Talent War (Mobile)
  3. How To Data-Driven Sourcing (Classification)
  4. Building Analytics Centric Cultures (5 stages)
  5. Talent Management Process Improvement
  6. How To Data-Dirven Hiring (Dos and Dont’s)
  7. Optimizing Excel Talent Pipelines
  8. Don’t Fear Applicant Tracking Systems
  9. Analytics Techniques for Recruitment (Big Data)
  10. Presenting Recruitment Data & Analysis
  11. How To Data-Driven Retention (Work Ethic, Primary Motivation)
  12. Aligning Recruitment with Retention

The book should be ready by January 2017, but in the meantime if you are looking for help with recruitment, I am available for consultations and in-house trainings. Send an inquiry to analytics@dmaiph.com if you are interested in learning more about how I can help you use more data in your recruitment efforts.

Don’t Let Fear of Technology Doom Your Recruiting Efforts

One of the biggest challenges facing Recruitment professionals across the Philippines (and the world) today is a fear of technology. I hear this all the time when I talk with those involved in recruitment.

We all know recruitment is an expensive and continuous process just as trying to eliminate employee turnover is. Hiring and retaining top talent is the topmost priority for every organization yet few readily embrace the use of recruiting software or applicant tracking systems (ATS).

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Given that people represent a company’s most important asset and attracting and selecting the right kind of talent is critical for a company’s successful operation, it is really a no brainer that technology would be a key to success. However, based on both industry research and my own observations, it is the single biggest impediment to successful recruiting in the Philippines.

For some it is a fear of the cost. For others it might be fear of admitting they aren’t very good at embracing technological change. And still others are afraid they will need to rely on someone else to show them how to use the technology. No one is afraid that technological solutions to recruitment won’t help. SO getting past the various causes of apprehension is their biggest challenge.

A good technological solution can connect the dots between you and your candidates. This helps recruiters automate the entire hiring process from capacity planning, career portal, resume management, assessments and interviews, offer management, and extensive reporting and insights into the process.

All in all, you can supercharge your recruitment analytics with the right system to significantly speed up hiring, reduce costs, and improve the overall quality of recruiting and employer branding. .

If you know you need an ATS and are ready to explore, I can help you figure out which of the hundreds of products out there best fits your unique need. Not all of them are super expensive and when compared against the cost of hiring more staff to hire staff, ATS’s generally have a much better ROI.

Connect with me and I can show you how.