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

#IamDMAIPH

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.

Introduction to Recruitment Analytics

A standard definition of Recruitment Analytics is simply the metrics and analysis that relates to recruiting in a business.

However, we all know it’s actually a lot more challenging in practice.

When did you start first thinking about analytics in your recruitment process?

From my experience very few recruitment professionals actually have a solid grasp of how to use the data in their business to drive recruitment related decision-making.

Adding to the lack of analytics knowledge, we have new technologies like social networks, applicant tracking systems and business intelligence applications that are fundamentally changing the entire recruitment process from sourcing to placement.

What are some of the recent technological changes you have seen in recruitment? Are you using technology to your advantage?

Most of your peers are not. Based on my observations and interactions I’d say only about 20% of companies currently operating in the Philippines are using anything beyond MS Excel to manage their talent pipeline.

This is true even though the pressure to deliver results has never been greater.

Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.

Now we are starting to see a wide spread interest in bringing more analytics into the recruitment process.

Are you expected by your boss to find ways to use analytics to bring about change with recruitment in your organization?

Every recruiting organization is looking for a way to better understand what’s working and what’s not working in their recruiting strategy.

With real-time recruitment metrics & reporting, we can finally know what’s happening in our pipelines and what channels provide us with most qualified candidates.

I often say recruitment here in the Philippines is one of the hardest jobs on the planet. Given the great demand for skilled labor and the lack of day one ready talent, there is just not enough supply to go around.

So wondering where do you start?

Some of the typical questions we all start out with when we think about analytics and recruitment include:

What metrics are important to my organization?

  • What are the metrics which enable me to measure my team’s effectiveness?
  • Which tool should I use to have better analytics?
  • How can I understand the ROI (return on investment) of my recruiting efforts?

If you are ready to answer these questions, then connect with me and we will provide you with An Introduction to Recruitment Analytics.

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Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation on which of our DMAIPH analytics training solutions is best for you.

 

 

 

HR Big Data and Recruitment Analytics – March 28, 2017 in Ortigas

Thinking Through the Box: Aligning Your HR & Recruitment Analytics Strategy

A one-day learning session focused on Aligning Your HR & Recruitment Analytics Strategy and is geared towards teaching how Analytic Techniques can be used to optimize data from across the organization.

LEARNING SESSION OBJECTIVES

  1. To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR & Recruitment Big Data.
  2. To be exposed to cutting edge technology being used in other companies to build HR & Recruitment business dashboards and design more powerful reports.
  3. To assess the current state of analytics in your HR & Recruitment process and build a strategy to empower the greater use of analytics in your organization.

Session 1: Big Analytic Techniques for Finding the Right Data at the Right Time

  • Describe what is Recruitment Analytics
  • Discuss the current state of analytics in the Philippines
  • Describe the Importance of Effectively Analyzing Big Data in Business Today
  • Enhance communications and data sharing with the marketing team
  • Optimize the use of existing and past employee data Find synergies across company social media sites

Session 2: Key HR & Recruitment Metrics

  • Learn to let go of Recruitment Metrics of the Past
  • Start to use more Recruitment Metrics of Tomorrow
  • Defining Your Key KPIs to maximize value of reporting
  • Tying KPIs from across the business together
  • Unlock the Secrets of Money Ball Recruiting

Session 3: Cutting Edge Business Intelligence, Data Visualization & Business Dashboard Technologies

  • Optimizing Excel for use as a talent pipeline
  • Invest wisely in an applicant tracking system that includes key metrics
  • Utilize BI Tools like Tableau Public
  • Discuss the concept of Data Visualization
  • Build a Business Dashboard Prototype for HR & Recruitment Analytics

Session 4: Winning HR Recruitment Analytic Strategies with Big Data

  • Break down the data silos within your business to maximize shared information
  • Be decisive in the use of your data to align with business strategy
  • Learn to be enchanting with your reporting so maximize impact
  • Become the data cheerleader of your organization

In this session, your organization will be able to use:

  1. Develop analytic techniques that you can use to break down data silos, improve decision-making and ensure a better return on investment from recruitment.
  2. Explore analytics tools like business dashboards and data visualization to improve reporting.
  3. Build a strategy to move your organization from current state to ideal state when it comes to the use of analytics.

In this session, participants will be able to:

  1. Take part in hands on analytics exercises based on real business data to understand how to identify, inventory and integrate HR & Recruitment data into their recruitment processes.
  2. Build a strategy to identify, inventory and integrate data from across the business and align it with HR & Recruitment data.
  3. Build an HR & Recruitment focused business dashboard prototype.

In 90% of companies across the Philippines, data used by HR & Recruitment teams is not blended with data from other parts of the organization.

To ensure success, you have to not just think outside the box, but Think Through the Box to bring together all the data you need to align your HR & Recruitment Analytics with the overall business strategy of your organization. The incentive to align all the data in your business for use in recruitment is paramount to success. HR & Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.

With that in mind, DMAIPH has created a learning session entitled: Thinking Through the Box: A one-day learning session focused on Aligning Your HR & Recruitment Analytics Strategy and is geared towards teaching how Analytic Techniques can be used to break down those silos and us data from across the organization to drive more impactful decision when it comes to your organization’s overall business strategy.

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LEARNING INVESTMENT

All rates includes “Putting Your Data to Work” an analytics book especially designed for Filipino Professionals, Training Module, AM/PM Snacks, Lunch and Certificate of Completion.

Early Bird Rate

P 6,000.00 + VAT (Pay the full amount on or before March 14, 2017)

Group Rate

P 6,300.00 + VAT/pax (Minimum of 5 members)

Regular Rate

P 7,300.00 + VAT (Starting March 15, 2017)

REGISTRATION

Kindly email us your Name, Company, Job Title and Phone Number. With the Subject: Data Analytics Seminar

info@sonicanalytics.com | analytics@dmaiph.com

You may contact us at (0917)799-2827 | (02) 959-8017

Terms and Conditions

  1. Seminar Registration

1.1 Seminar registration shall be carried out via Sonic Analytics’s Website or the link provided by Sonic Analytics or DMAIPH, by entering the necessary information into the relevant online application form.

1.2 After registration, the following will be e-mailed to the registrants: A) Confirmation email; and B) the Invoice

1.3 Contract for the seminar shall be deemed to be completed upon the receipt of the confirmation email. If a registrant’s application cannot be accepted due to lack of vacancies or for any other reasons, he/she will be informed immediately

  1. Cancelation

Cancelation by the delegate will be subject to cancelation charges as follows:

2.1) More than 15 days prior to commencement of the course: No penalty.

2.2) 6 to 14 days prior to commencement of the course: 25% of course fee.

2.3) 5 days prior to commencement of the course: 100% of course fee.

2.4) Failure to attend course without prior notice being given: 100% of course fee.

Sonic Analytics and DMAIPH reserves the right to cancel or reschedule a Public Course and in these situations every effort will be made to accommodate delegates on an alternative course or refund payment in full.

  1. Payment

3.1 Payment of the full course fee is required within 7 days of receipt of invoice. Failed to do so, the reservation shall be forfeited

3.2 The course fee covers training, venue, training materials, am/pm snacks, lunch and certificate of completion.

3.3 All stated fees are exclusive of VAT

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Brought to you in partnership between DMAIPH and Sonic Analytics

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.

Creative Ways to Access Big Data Talent

http://www.forbes.com/sites/bernardmarr/2016/09/16/5-creative-ways-to-access-big-data-talent/#6baf4eec580c

Came across this blog post and thought I worth sharing and talking about.

“Demand for big data expertise is growing every day, as more and more companies become aware of the benefits of collecting and analyzing data.”

Just take a look at jobs boards now and from postings a year ago. You can see the number of jobs with analyst or data scientist in them grow like crazy.

“Unfortunately, the number of people trained to analyze this data isn’t growing in line with the demand.”

It shouldn’t be too hard to start guessing at the total number of data geeks needed in today’s global economy. For the sake of argument, if you figure every company with at least 100 employees needs someone to handle internal analytics and every company with at least 1000 customers’ needs someone to handle external analytics… it’s a mindboggling number.

“This creates a challenge for companies looking to hire expert people, especially for smaller firms less able to compete on salary and benefits.”

Not only can big companies invest in top analytics talent, they can also use business Intelligence tools, AI and machine learning to automate data jobs. Smaller companies are not only competing for talent, they are up against huge technology hurdles as well.

“The good news is that, even if you’re having trouble recruiting data scientists because of stiff competition, or if you simply haven’t got the budget to recruit, you can still access big data skills.”

And that is what I agree with 100%. You have to get creative. Going outside to hire someone to come in and manage your data and analytics, to be a data scientist, you are forgetting one key thing. To make use of all the technology out there and to be able to really get value out of analytics techniques, you need to understand the needs of the business.

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In the end, what makes a business analyst, data scientist or big data expert successful has nothing to do with how well they can code, build models or blend data. It has to do first and foremost with can they understand the business in ways to put their big brains to work to solve problems and answer questions relevant to the business.

That is the dilemma. You need people on the inside who know the business, but you can’t get a data super hero to come work for you.

To that end here are my 5 ways to get the most out of your data talent without going outside to hire.

  1. Promote and empower your own data geeks.
  2. Send your team outside to get training from a pro.
  3. Bring in an expert as a consultant and mentor your team.
  4. Get intern/OJT help from local colleges to bring in new perspectives.
  5. Outsource some of your data initiatives to experts and learn from them.

With each of these options, there are significant challenges. As I said before, the best solutions is finding someone with business acumen that pertains to your business.

I will go into more detail with each of these options over the next few blog posts.

 

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Promote Your Own Data Geeks

 

 

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Get Trained By the Analytics Pros

 

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Find Your Team A Mentor

 

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Infuse Your Business with Fresh Analytics Talent

 

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Outsourcing Analytics To Experts Is Not A One Way Street

An Analytics Guidebook for the Filipino Recruitment Professional

My next book will be out shortly, and it is born 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.

Thinking Through the Box

  1. An Overview of HR & Recruitment Analytics
  2. The Global War for Talent
  3. Analytic Techniques for Finding the Right Data at the Right Time
  4. Where All Your People Data Lives
  5. Getting IT: Building Analytics Centric Cultures
  6. Big Data HR & Recruitment Analytics
  7. Talent Management Process Improvement
  8. Optimizing Excel Talent Pipelines
  9. Cutting Edge Business Intelligence, Data Visualization & Business  Dashboard Technologies
  10. Presenting HR & Recruitment Data & Analysis
  11. Aligning HR & Recruitment with Business Strategy
  12. Using Data to Market You Brand in a Buyer’s Market

The book concludes with a bonus chapter on Winning HR Recruitment Analytic Strategies with Big Data. The book is almost finished, 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.

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.

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.

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.

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.

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.