Source | LinkedIn : By David Green
If the Christmas classic that is Stop the Cavalry by Jona Lewie is playing on the radio, it must mean that 2016 is nearing its end. The year has simply flown by.
I’m in the fortunate position to have a unique view of the developing space of people analytics. 2016 has seen plenty of great work being done (see here, here, here and here), and interest levels in the subject have soared. Adoption levels are still lagging, with the rise in organisations embracing a data-driven approach to HR being steady rather than spectacular.
Selecting the best people analytics articles of the second half of 2016 has been a momentous task given both the quality and quantity of articles that are now being published. Even refining down to my favourite 40 has been a difficult and time-consuming process. As ever, I hope the collection proves an invaluable resource for colleagues working in the space and those interested in learning more. Enjoy and do let me know in the comments section, any articles I may have missed.
In no particular order…
1. Placid Jover & Paul McNamara – HR Analytics – Fact, Fad or the Future?
One of the smartest HR leaders I’ve had the pleasure to come across, Placid Jover was recently appointed to lead HR for Unilever’s £3 billion UK business. Previously, Placid had established and led Unilever’s global Organisation Performance and HR Analytics team. In this thoughtful article, Placid reflects on his experiences, how the space has evolved and what the future holds for analytics and how it will underpin HR. Placid’s observations on the field are fascinating. This really is a must-read.
There is still a place for human insight. I say Data + Judgement = Problem-Solving. There is some context that data just can’t capture today. You need them both. The right insight combined with good judgment allows us to make superior decisions
2. Rebecca White – How Building Out a Talent Analytics Function Saved LinkedIn Recruiting Considerable Time and Money
The evening before publishing, this tremendous article by Rebecca White of LinkedIn landed in my inbox causing me to make a last-minute change to the final 40. It recounts the story of how LinkedIn’s talent acquisition team couldn’t fill roles fast enough as the organisation grew by over 40% a year. Analytics were employed to build visibility and accountability into the hiring process. The results were astounding. The model that was built was able to predict within 5% actual numbers hired. Even more impressive is the fact that the intervention saved the company 15% of its recruiting budget in year one, which covered the cost of the investment in LinkedIn’s Talent Analytics team for more than 4 years. You see, this was simply too good to leave out! The Slideshare below, which was presented by Jennifer Shappley and Chris Pham at Talent Connect, also covers this outstanding project. If case studies on people analytics are your thing see here, here, here and here.