They Have Got It All Wrong! Why Most Analytics Training Fails.

Four years ago, I was just about the only one speaking professionally in the Philippines about  Analytics. Now so called experts are a dime a dozen. The demand for this kind of training has skyrocketed as companies are losing the war for talent all across the globe, with few jobs as hard to fill with good talent as BPO jobs in the Philippines. But these training mostly have it all wrong. They will teach you a lot of technical things that sound great in a class room, but are extremely hard to implement unless you work in an enlightened company that encourages curiosity and empowers data-driven decisions across to organization.

So one big thing right now is using analytics in HR to find more candidates, to hire better candidates, and retain them.  Its working in the U.S and all across the globe. This is a direct reflection of overwhelming demand for so called white collar professional jobs The hot answer going around right now to this challenge is sending analysts, managers and leaders to trainings. Hoping they will learn about hot new trends and analytics techniques to get more out of an investment in the company’s analytics plans. However, from my perspective, this is the flavor of the month thinking. And you know what? It’s not going to work.

Why? Good Analytics doesn’t come from just external training and technology. Those two pieces are important to an overall analytics strategy. But the most important piece, and the one being overlooked right now is the business culture. If the business culture is not ready to truly accept a shift towards data-driven decision-making an away from old school methods and decisions made off of gut feel, then the going to one of these trainings wont amount to a hill of beans at the end of the day.

This is why I spend so much of my time talking about culture, and why I expose that analytics is as much art as it is science. You need the technology, which is abundant. You need the talent, which is hard to find but out there. And you need the culture, where you analysts can use the technology to not just build reports and mine big data, but to illustrate opportunities and discover solutions that can really drive the business forward.

That is what you want out of a training on HR analytics. Not just technobabble and reporting tricks, but something that will truly help you mold the culture of your business to get the most out of your analytics.

In closing, I have recently published a guidebook for using analytics in your 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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The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions.

DMAIPH HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

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Let’s See How the Wind Blows: YouTube Video

For those who missed it: On CGTN, #Philippines and #ASEAN economies and security hang in the balance as Donald Trump takes over as U.S. President. Happy to add my perspective to current events impacting business in the Philippines.

Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

The Huge Growth Opportunity of Analytics in the Philippines

The Philippines is standing on the precipice of a huge opportunity.

We are in a similar place to where we were 10 years ago when the Call Center Industry was just taking off.

Now instead of becoming a global hub for customer service calls, the opportunity is becoming a center for analytics and data science.

There is nowhere to go but up.

Here is why…

  • A well-documented need for analytics talent globally.
  • A youthful workforce of English speakers with an affinity for Western Culture.
  • Leadership from within the government and higher education pushing the inclusion of analytics and data science into college and even high school curriculums.
  • A vibrant work force of young professionals that have experience working for international companies and assisting people from all over the world.
  • A strong sense of self-preservation in the BPO industry to offer “up the value chain” services to their clients.
  • Industry leaders and business owners with an insatiable appetite to keep the county’s economic momentum in growth mode.
  • A collection of thought leaders, analytics experts and actual data scientists that are
    highly motivated to lead the country to data-driven success.

There are undoubtedly many more.

The bottom line is 2017 is looking like it will be the year the analytics and data science are firmly established as strengths of doing business in and with the Philippines.

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Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

DMAIPH is looking for a Talent Management Analyst

Job Description for DMAIPH Talent Management Analyst

DMAIPH is looking for an exceptional candidate to fill a very unique role in our analytics training, consulting and outsourcing business.

DMAIPH is an international analytics firm with offices in both the U.S. and the Philippines that specializes in providing analytics themed training, consulting and outsourcing to its clients.

We currently employee over 50 employees here in the Philippines who are assigned to providing customer service, email support and graphic design work for a U.S. based client. This account is a mature account, having been established in 2013.

DMAIPH also conducts analytics training classes facilitated by our President & Founder, Daniel Meyer. Mr. Meyer is an author, public speaker and one of the most sought after analytics experts in the Philippines. Over the past 5 years, Mr. Meyer has trained 1,000s of Filipinos on a variety of analytics topics. We are currently building out a marketing team to grow the training business line.

In addition, DMAIPH has added a new client in January 2017, thanksmama.com . This new business line will be the primary area of responsibility for the Talent Management Analyst.

The role of the Talent Management Analyst has two primary functions; (1) serving as an HR Generalist (Recruitment, Compensation & Benefits, and Employee Engagement) for the thanksmama and marketing team and (2) using a recruitment approach to marketing and filling seats for DMAIPH analytics training classes.

Job Requirements:

  • At least 1 year of recruitment and/or HR work experience.
  • Experience in the BPO industry is a plus.
  • Four-year degree holder in an HR or Marketing related course preferred, but any undergraduate experience is acceptable.
  • Basic MS Excel skills.
  • A strong interest in analytics; using data to driven decision-making.
  • Experience and/or interest in graphic design a plus.
  • Experience and/or interest in social media marketing a plus.
  • At least an average level of English proficiency.
  • A pleasant attitude and professional appearance.
  • A curious mind. Successful candidates will be able to demonstrate how they enjoy solving problems and looking for innovative solutions.

Job Duties:

HR Generalist (50%) – serving as an HR Generalist (Recruitment, Compensation & Benefits, and Employee Engagement) for a team of 10-15 mostly home based employees. Duties include:

  • End to End Recruitment of home based staff for DMAIPH’s outsourcing client, thanksmama.com . Thanksmama is a U.S. based online retailer of baby clothes and accessories. Staff working on the Thanksmama account are home based, Web Content Analysts and Graphic Designers.
  • End to End Recruitment of office and home based staff for DMAIPH’s analytics training business. Staff working on DMAIPH marketing include Junior Marketing Analysts, Graphics Designers and Admin/Office staff.
  • Compensation & Benefits, including payroll administration for both the thanksmama and marketing teams.
  • Employee Engagement, including contracts, employee coaching and discipline for both thanksmama and marketing teams. Existing policies and procedures are in place.

Marketing Analyst (50%) – using a recruitment approach to marketing and filling seats for DMAIPH analytics training classes.

  • Directly target connections via Social Media (Facebook, Twitter, LinkedIn, etc) to be invited to DMAIPH analytics trainings.
  • Conduct e-mail marketing campaigns under the direction of the Business Development Manager.
  • Create, post and share marketing content to attract more attendees for public trainings.

Please note that we are not expecting successful candidates to already have work experience in all of these areas. There will be a large amount of training, coaching and mentoring to get the Talent Management Analyst up to speed. Above all else we are looking for someone who is curious, who is flexible and who can take initiative.

Compensation:

  • Starting salary depends on experience, but the position base is 20,000 PHP a month.
  • After probationary period, health benefits and paid leave will be made available (up to 6 months).
  • Additional performance based incentives can be achieved for filling training classes and meeting HR metrics goals.
  • Up to P2,500 in tax-free allowances.
  • Possible 5-10% performance bonus upon normalization.
  • Complete 40 hours of work. This is a full-time job commitment.
  • Annual performance evaluation and compensation increases.
  • Standard employee benefits as mandated by Philippine law.
  • Company lap top and mobile phone may also be provided.

Location:

This position is primary home based. There will be a need to go into the field to attend job fairs, DMAIPH training events and occasional conference and workshops. There may also be a need to report to our Ortigas office for meetings and trainings. During the onboarding and probationary period, the Talent Management Analyst may be required to come into the office regularly until they are fully up to speed.

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Analytics Jobs – DMAIPH hires, refers and connects Filipino analytics talent. The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Working with DMAIPH to find work, hire analytics talent or set up analytics teams will ensure you are tapped into the best of the best when it comes to analytics in the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out how to take advantage of this booming opportunity.

 

Promote Your Own Data Geeks

In analytics, there has been a huge boom lately in trying to find data scientists, who like a superhero, can do everything well and swoop in and take a company’s analytics to a whole new level. They are called unicorns as in creatures that really don’t exist.

One thing that has always amazed me about the culture of so many businesses is the belief that bringing in someone from the outside when there are good people on the inside.

Occasionally I come across the argument that its better to build a data science team from within as opposed to looking for a data scientist who can code, analyze, build models, understand higher math, communicate with non-technical leaders and understand the business.

In many cases the sum of the parts can give you a great solution that in the long run is better for the business then finding someone who is all the parts in one.

To do that, you need to understand your people and what they can do. You have to then understand what skills they need to add to be awesome at analytics. Generally, it’s just a matter of training and empowerment to push the envelope.

I look for people who have these 3 qualities before assessing technical skill and job fit.

First I assess their work ethic based on job experience, educational achievement and reasons behind their transitions in life. Note that internal hires already have a track record to assess work ethic.

Second I assess their curiosity based on assessment responses and problem solving during the interview process. Again, people who have been with you most likely have routinely demonstrated the curiosity.

Third I ask them to analyze something. Looking for how they approach data, how they analyze it and how they report it. Again, compare what data you have on hand versus the data of what might or not be valid.

After that, just about anything can be added via training, mentoring, coaching and self-empowerment.

It’s a lot easier for me to work with a known quality and build them up then it is to take in someone who is largely unknown and roll the dice that things will work out.

But don’t take my opinion. Look at your data.

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What % of new hires succeed. What % of promotion succeed? I’ll be shocked if you find that new hires add more value to your organization then veterans who are rewarded with new challenges.

So before you go out in the hyper competitive job market for a data geek, make sure you don’t have some people already on your payroll who can rise up and do the job.

If you need help assessing the inner data geek of your current staff, let me know. I can help you come up with roadmaps towards data geekdom that you can use to build a kick ass analytics team better than just about any data scientist aka unicorn you hire off the street.

Analytics Jobs – DMAIPH hires, refers and connects Filipino analytics talent. The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Working with DMAIPH to find work, hire analytics talent or set up analytics teams will ensure you are tapped into the best of the best when it comes to analytics in the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out how to take advantage of this booming opportunity.

The Philippines An Emerging Center For Analytics

There has been a lot discussion the past several months about the relative pros and cons of outsourcing analytics. The biggest perceived con are that an outsourced analyst might not have the necessary business knowledge to pose the right questions or to clearly identify threats and opportunities.

However, the reality is that with the global analytics talent gap expanding at a rapid pace, many business have no choice but to explore outsourcing options for some if not most of their analytics.

Having worked with several businesses who have successfully outsourced analytics projects and even whole teams to the Philippines, I can say that the pros far outweigh the cons. Here are a few of the pros that I can testify to:

1. Speed and Focus. Once optimized, detached team can often get more done and get it done faster as they are able to mono task.

2. Fresh Set of Eyes. Given enough time to get up to speed on things, an “outsider” to the business often can see the forest through the trees.

3. Scalability. The savings based on things like having a team that can be quickly grown or shrunk based on business need and access to labor pools with a lower cost ratio can often make a big difference when it comes to covering all the bases.

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There are countless other reasons why business in the U.S. are increasing looking across the Pacific for analytics talent including an American style of English, an affinity for the American business practices and a firm commitment from higher education to produce analysts.

In fact, the number of academic courses and corporate training programs offering business analytics is growing rapidly here in the Philippines.

As key players in the BPO industry here in the Philippines look to meet many of the analytics needs of companies abroad, the pros will continue to outweigh the cons.

And that is exactly why I founded DMAI.

Give Me A Young, Hungry And Curious Person And I Will Teach Them How To…

Businesses want analysts who can dig into a question and not only get to the root cause but also come up with multiple solutions.. this is not something that generally is taught in schools.

Unleashing a young, hungry and curious mind on complex business challenges is not generally considered, as most companies tend to assign newbies to remedial task and assign tire, narrow thinking, veterans to handle the big stuff.

Companies that see past these challenges and can select talent, empower them and turn them lose with cutting edge analytics technology are the ones succeeding.

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Dont give me an excuse, give me a solution. Don’t come with just a problem, also come with a suggestion on how to fix it.

How many people do you have in your business that can do that?

All The Tools And All of The Talent but none of the Technique… Where Good Analytics Intentions Go Bad

I have seen so many examples of this. A majority of companies throw money at analytics in the form of buying new technology, but don’t spend a fraction as much on the people who need to make the technology work.

A good analyst using Excel is much more powerful then a mediocre analyst using a cutting edge BI tool. Without the innate curiosity, knowledge of the business and ability to communicate discoveries that come with a good analyst, your analytics plans will fall short no matter what the sales reps from the analytics companies promise you.

Now we have the 2016 Presidential Election results to analyze. Most predictive models had Clinton winning. Most of the polls had Clinton winning.

So where did the analytics go wrong? Well, its definitely not the technology. And I don’t think it was the talent.

In the coming days, I am pretty sure we will find it was the technique.

It was not getting deep enough data.

It was looking at the data and seeing what you expected to see.

Curiosity was lost.

Finding new perspectives to make sure we have the right data next time.

Hillary Clinton’s campaign will be a case study in where good analytics where not good enough.

Analytics Culture – The key to using analytics in a business is like a secret sauce. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

 

Probing For Curiosity

Finding a good assessment to measure curiosity is something I am always looking for. Lots of ways to try and find it, but a true penchent towards curiosity can still be elusive during the hiring process.

Lot’s of probing questions like, asking candidates to explain how they solve problems and what they do when they come across something unexpected is a good start.

Taking personality tests like the MBTI and its ilk is another way.

Giving them a quick research assignment with fairly vague directions and open ended results can also help too.

Reading for fun is also another good indicator.

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Whatever it is you do, make sure its something you are probing for.

Of all the data points in HR & Recruitment Analytics, that is the one I care most about.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

When What Is New Is Actually Old

I saw this quote and thought it was worth sharing… often I remind people that most problems have already been solved by someone else. One of the keys to being a good analyst is having a network that you can go to when you are stuck and ask around to see if anyone else has already figured it out.

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DMAI has been blessed with a very successful year so far in 2015 and is starting to look towards 2016 planning. Let’s see if there is some more opportunities out there for us to teach some people to rediscover things again using analytics!