Tag: Recruitment Analytics

The Average Keeps Getting Lower And I Refuse To Tolerate This – Updated

Updated on 10/27/16

http://sethgodin.typepad.com/seths_blog/2015/08/the-average.html

The average

 Everything you do is either going to raise your average or lower it.

 The next hire.

 The quality of the chickpeas you serve.

 The service experience on register 4.

 Each interaction is a choice. A choice to raise your average or lower it.

 Progress is almost always a series of choices, an inexorable move toward mediocrity, or its opposite.

I can totally relate to this. We are a society more and more inclined to settling for the average, and are even ok with it when the average trends lower.

One place I see it happening more than most is in talent management. The demand so far outweighs the supply of good talent; we keep lowering the bar.

Frist it was 4 year degree required. Then it was some college. Now its high school grad.

In just a few years we have gone from a high bar to also most no bar.

Same day hiring. No interview required. No test or assessment. Just how up and get a job.

I hate this.

This new reality taking hold across the Philippines  is deeply concerning to me.

It is unacceptable to me to be involved with anything that is just average, and I just get crazy when I see people doing things to lower the average on purpose.

There is another way.

If you have good analytics, you can be better at setting a realistic bar and not just going lower to meet requirements.

No more mediocrity. No more playing to the average and definitely purposely lowering the average.

I just refuse to tolerate it anymore!

Let me show you how to use the data in your business to turn things around.

Stop the insanity of fueling high turnover and low employee engagement that is lowering the quality of service to a dangerous place.

Who is with me?

If you are, the you will might enjoy reading my new book, Putting Your Data to Work. I can help you use your data.

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.

It Will Be An Awesome Recruitment Analytics Training on August 4th.

Going to be training tomorrow on Recruitment Analytics with over 30 participants.

Topics covered in the training include:

  • What is Recruitment Analytics?
  • Recruitment Analytics in the Philippines
  • Self-Assessment of your Recruitment Analytics
  • Finding the Right Data at the Right Time
  • Applicant Tracking Systems
  • Big Data and Recruiting
  • Business Intelligence and Data Visualization
  • Making Data-Driven Decisions

A definition of recruitment analytics is simply the metrics and analysis that relates to recruiting.

However, we all know its actually a lot more challenging in practice.

IMG_1224

New technologies like social networks, applicant tracking systems and business intelligence applications are fundamentally changing the entire recruitment process from sourcing to placement.

The pressure to deliver results has never been greater.

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

The class size is maxed out, but I will be doing another session on September 1, 2015.

One Step Ahead In The Talent War Across Call Centers In Manila

https://www.recruiter.com/i/5-tips-on-cultivating-your-talent-pipeline/

Came across this interesting article on LinkedIn. I’m always curious about that people are saying about how to have success with recruiting, because its perhaps the top challenges in my industry.

Recruiting good call center agents in Manila has got to be one of the hardest requirements to fill anywhere on the globe right now. Awhile back I came up with a formula for what makes up a good call center agent, and not the just the surface skills, but he core competencies. Here is what I see:

  • Conversational English (20%) – Conversations follow rules of etiquette because conversations are social interactions, and therefore depend on social convention.
  • Customer Service (20%) – Customer service is a series of activities designed to enhance the level of customer satisfaction – that is, the feeling that a product or service has met the customer expectation.
  • Technical Training (20%) – Instruction to help agents use the systems and personal computers on which they are dependent to get their daily work done.
  • Product Knowledge (20%) – An understanding of a good or service that might include having acquired information about its application, function, features, use and support requirements.
  • Work Ethics (20%) – A strong work ethic is vital to a company achieving its goals. An example of someone with work ethic is a person who gets to work on time every day and always works long days to get the job done.

Of these, the hardest to teach is the fifth one, work ethic. So to me 5 ways to look for strong work ethic in a candidate are similar to the ones listed in the LinkedIn article. They are:

  1. Recruiting at events is more the just showing our brand, but our story out there. It’s a crowded field and we are just one, small voice. But it’s a enchanting story that get people excited about working with us.
  2. We too lean on Referrals for a high % of our new hires. There is nothing better than an endorsement for the job from someone doing the job.
  3. Internships/OJT/Trainees let us see how they work and letting them see what its like to work with my team. Great way to make sure it’s a good fit from both ends.
  4. Looking locally at schools and outside the industry places like retail and service jobs to attract new talent to the industry. The industry is full of job hoppers and money chasers, so going for them is not a good option.
  5. Staying in touch by sending newsletters, inviting to trainings, text blasts is important to us. Staying top of mind and keep telling our story.

So there you, go that’s how we are helping companies stay ahead of the game when it comes to the talent war going on in the call center industry in the Philippines right now.

RA_Mar28_8

I am currently working on a book dedicated to helping HR & Recruitment professionals in the Philippines. The book should be ready by early 2017. In the meantime, you can check out my latest work, Putting Your Data to Work, for an overview of how to get started with analytics in your business. Connect with me and I will show you how to get a copy of my fast selling analytics guidebook.

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.

IBM’s Six Ways To Use Analytics To Manage A Workforce

http://www.forbes.com/sites/ibm/2015/04/06/6-ways-to-use-analytics-to-better-manage-a-workforce/

Interesting article about how to use more analytics in areas that are traditionally data rich, but not a focus of most enterprise analytics solutions.

Right now in the BPO industry in the Philippines, two of the bullet points really got me thinking.

Using analytics in HR to predict if and when employees might leave is a pretty cool concept. Their is plenty of historical data to look at resignation and termination patterns and segment the data in various buckets to see if any meaningful patterns jump out.

This goes hand in hand with higher employee expectations for work life balance and having a strong sense of community within the work place.

Both are things that might require a lot of unstructured analytics as well… although it blurs employee privacy issues, Facebook and Twitter can be an excellent place to glean insights into employee mood and their intentions.

I am curious to see how deep analytics can go into looking at data and trying to predict employee loyalty and stickiness.

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.

jobspicture2

DMAIPH also specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.

What Kind Of Analyst Do You Want To Be?

“The main part of intellectual education is not the acquisition of facts but learning how to make facts live.” – Oliver Wendell Holmes

An ANALYST is a person who analyzes and is skilled in analysis. Business Analysts (BA) are required to find, analyze and report business data to support business optimization.

The job functions of an analyst very greatly from business to business and even within each business job functions can vary from analyst to analyst. However at their core, you will find that just about anyone with analyst in the title has several things in common.

Based on the book, the Accidental Analyst, four character traits that most analysts have are:

  • PASSION for helping people solve real problems
  • KNOWLEDGE of the business being analyzed
  • EXPOSURE to thinking analytically and problem solving tools
  • EXPERIENCE using data to solve problems

In addition most analysts have certain personality types:

  • reflective
  • intuitive
  • deep-thinkers
  • and able to make quick judgments

These findings show a consistency across analysts no matter if their focus in on reporting, analysis and/or research, if they are working with small structured data sets or volumes of unstructured big data or if they are actively working to optimize the business or just providing information.

IMG_7737.JPG

Per CHED some of the analytics jobs graduates of the program should be ready for:

  • Jr. Business Analyst
  • Operations Assistant
  • (Web) Site Analyst
  • Marketing Officer
  • Jr. Operations Analyst
  • Financial Analyst
  • Supply Chain Analyst
  • Human Resources Associate
  • Training Associate
  • Administrative Associate
  • Accounting Analyst
  • Quality Assurance Analyst
  • Facilities Associate
  • Planning/Budget Analyst
  • Insurance Analyst
  • Social Media Analyst
  • Virtual Assistant
  • Customer Service Rep
  • Finance Analyst
  • Accounts Payable Analyst
  • Travel Analyst
  • Expense Analyst
  • General Accounting Analyst

This list is hardly exhaustive. On a typical day on jobstreet.com you will see hundreds of job titles that includes analyst in the title.

So I guess the next question to ask is, “What kind of analytics and analyst jobs interest you the most? ”

The Fundamental of Business Analytics – Business Analytics is the application of talent, technology and technique on business data for the purpose of extracting insights and discovering opportunities. DMAIPH specializes in empowering organizations, schools, and businesses with a mastery of the fundamentals of business analytics. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out how you can strengthen your business analytics fundamentals.

Talented Philippines! A Really Helpful Resource For BPO Professionals

http://www.talentedphilippines.com/

Came across this new book and just ordered it. Im pretty excited about it.

In a nutshell… Talented Philippines answers critical questions for multinational corporations currently operating in, expanding or establishing operations in the Philippines.

Some of the key questions tackled in the book:

What are the critical business issues for multinationals in the Philippines?

What are the key talent management implications?

How have the Philippine’s best organizations addressed those challenges?

talented philippines

Talented Philippines was created to address the critical business and HR issues impacting the Philippines today as the country continues to transform. Based on the responses of more than 650 business and HR practitioners at the forefront of HR innovation, thought leadership and implementation in the country, the book explores the people management priorities across small, medium and large enterprises operating in the Philippines. Combined with numerous case studies that highlight the experiences of leading organizations and insight from a wide cross-section of public and private sector enterprises, Talented Philippines offers global best practices for multinational companies looking to leverage the great promise of this flourishing nation and its talented workforce.

This is well timed as the last year has seen a quickening of the talent war in the Philippines as the issue of a skills mismatch between job seekers and employers has really come to a head. It is a must read for anyone involved in the BPO industry in the Philippines.

However, there is one thing that based on what I see so far, is missing form this book. The fact that no matter how awesome a company’s HR practitioners are… they are still trying to find talent when it is truly lacking in a natural state. As a companion piece to this book, would be solid advice on how, when, where and why to invest more in training… especially pre-hire training and training geared towards internal advancement.

No matter how great an HR team is, they still have to get the right people in the door to apply and that seems to be the issue… because even in country of 90 million there is just not enough Filipinos with the skill sets and/or aptitude for a BPO career right now. The demand will only be met if the supply is given more training, more preparation and more data to make good career decisions.

Dr. Data_Analytics in the Philippines
If you like this book, you will probably enjoy my new book as well. Putting Your Data to Work is a guidebook designed to help Filipinos get started with building a good analytics culture in their business. Connect with me if you are interested in purchasing a copy for only 600 PHP.

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.

Act Like a Recruiter, Think Like a Candidate!

I just saw this blog post title on LinkedIn and was really intrigued because one of the central points I made in a Recruitment Analytics training class recently and it was just that. It is a candidate driven job market right now in the BPO/Call Center industry here in the Philippines.

SO, I was hoping to glean some additional insights that I could blog about. However, it was just a link to a whitepaper. Which of course to get the white paper you have to sign up. And once you do that you get 2 pages and you have to then pay a fee to get the full whitepaper. I absolutely HATE this!

1075177_10151826941667425_1417094118_n

Im all for finding creative ways to monetize social media and digital marketing. I’m of with paying for something if it seems to be of legitimate value, but when the call to action hides the whole story it is one of the biggest marketing turn offs ever.

I’d love to see some data to back up the lost opportunity here. How many people don’t subscribe because they are turned off as well. And then is that loss made up for in the ones who do hit purchase? For a recruiting white paper? I seriously doubt it.

Call me crazy, but the best way to make money off of people online is to be transparent and upfront with costs.  Because that builds trust, which builds relationships. Going after money right away just builds a transactional relationship that easily slips away.

Back to my original point… we have entered an era of candidate driven recruiting, meaning we have to go to them not wait for them to come to us. We have to make things personal and have to meet them on their turf if we want to be successful.

So find ways to attract candidates that attract candidates to other things. What’s trending? What’s selling? What’s the big item everyone wants for Christmas? Use that to attract attention.

Once you have their attention then think like they think. They have many choices on where to work. What makes your place special? Why should they pick you? Use that to convert their interest into action.

That’s how I do it in my companies. We are always look for the best and the brightest across our consulting, training and outsourcing lines of 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.

The Secrets of Money Ball Recruiting

http://youtu.be/6MStL5QIyCw

“There are rich call centers, with big budgets and huge recruitment teams. There are poor call centers with small budgets and just a few people. Then there is 50 feet of crap. And there is us.”

I conducted a Recruitment Analytics Training yesterday and shared one of my methodologies. Based on the movie (and book) Moneyball, I talked about how to be successful you need to find undervalued candidates who other call centers have passed on.

“If we try and play like Convergys in here (with our recruitment efforts), we will lose to Convergys out there (on the streets looking for talent)”.

10421381_626225777522869_8061177028338978985_n

So we need to boil down the recruitment process to the one thing most important for our business in every single employee.

Some of my points:

  1. We spend too much time looking for trainable skills like Good English, Good Communicators and Good Interview Takers.
  2. We need to stop hiring job hoppers and people looking to move up without having paid their dues.
  3. The one skill set we cannot teach, that we need to start making our top priority… is dependability.
  4. Will they show up on time every day for work is the single biggest need we have.

So that’s the one personality trait we are placing at the top of our recruitment process. We need to probe and dig and research, to find out will they be someone who will show up for their shift everyday.

That’s our “get’s on base” metric like in MoneyBall.  We can’t help the customer if we are not at work ready to help the customer.

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.

Five LinkedIn Tips To Grab Attention From A LinkedIn All-Star

By now its clear that LinkedIn is the best way to network for job openings, new clients and professional partnerships. There really is nothing else like it when it comes to linking you to new opportunities.

As I’ll be speaking to a half dozen audiences in the next few weeks on a range of analytics topics, the one point of advice I will give every attendee is to get the maximum out of LinkedIn.

Here are 5 tips that guide me in being a LinkedIn All-Star:

  1. Have a professional AND engaging profile picture. You can go a little casual here with dress, but you definitely need to maintain a professional appeal to people. Make sure you smile and look engaging. It’s a biased and unfair world, but looks really do matter. I’ll be honest, my blue eyes are a selling point so I make sure they standout. We all have our own eye catching features… don’t waste them.
  2. You need a catchy headline. Use the space at the top of your profile wisely. I use my tagline, making data-driven decisions. It needs to stick. Think of catchy logos, mottos and taglines and use something that is personal to you and shows your passion.
  3. Use the summary wisely. This is like your cover letter or professional objective. What you write here greatly impacts how much further a recruiter will read. Like the headline it has to speak to your passions and show a real person not just another job seeker. Keep it short and simple. 2-3 sentences that engage and enchant. I talk about training and analytics the merger of my passion and my top skill set.
  4. Get some great recommendations. Focus on finding advocates who will sell you based on solutions you have provided, problems you fixed or business that you generated. These recommendations are the only thing that’s proof you are good at what you say you are good at. Maximize their effectiveness like I did by asking people who can talk about what I did to make their lives better.
  5. Join lots of relevant groups. Groups are the best way to expand your network and connect with people who are doing the same things you want to do and/or can influence hiring decisions. LinkedIn is all about networking and posting and sharing on groups is the key to being noticed. Get and stay active.

1075177_10151826941667425_1417094118_n

Here is the original article I based my five tips on. They are pretty universal, but you can always take the extra 10 seconds to share your source and give credit: http://www.ion-search.com/news/5-ways-to-ensure-that-your-linkedin-profile-grabs-a-recruiters-attention-social-hire/

Don’t Be A Recruitment Dinosaur, You Need To Be Thinking Mobile First

Per monster.com… As more consumers set aside laptops in favor of smartphones, iPads and other tablet computers, job seekers expect to be engaged with videos, job notifications and quick follow-up. Many experts say that recruiters must learn to adapt their recruitment strategy to these platforms.

Today’s mobile job seekers have different expectations and look for:

  • Instant updates about new jobs via their mobile devices
  • Immediate feedback to their job application
  • Recruiting videos to watch on their mobile devices
  • Engaging, interactive content from employers

Recent Facebook data for here in the Philippines shows that as much as 90% of job applicants will apply via mobile for the same job they would pass up if looking at the post via a laptop or desktop.

IMG_1310

And according to CareerBuilder’s 2013 Candidate Behavior Study, 65 percent of workers who search for jobs via mobile devices will leave a website if it isn’t mobile-friendly, and – possibly worse – 40 percent walk away with a more negative opinion of the company.

You have to think Mobile first if you want to attract 18-24 year old Filipinos for jobs in the BPO Industry.

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.