SMD

How Thought Leaders Kill HR Credibility

SMD

HR fads have been around a long time. Snake oil vendors have peddled everything from empowerment to job loyalty, to employee engagement, and just wait for the next one … agility! These have all been breathlessly presented as must-haves for the HR department to chase around.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing.

Data 52

2018 HR Analytics Predictions Series: Part III-IV

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ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

The Ultimate Hiring Toolkit

Hiring is hard enough. Without the right HR templates and tools, keeping track of and managing the whole process can get out of hand quickly. Get the essential toolkit for all your recruiting and hiring needs, from job requisition to hire. 8 templates, tools and worksheets for every stage of recruiting.

The Basics of Big Data, HR Analytics & Predictive Analytics

SMD

There are lots of words and concepts floating around the HR world these days that are new or different from the traditional approach – ones like “big data,” “HR analytics,” and “predictive analytics.” We think it is worth defining and discussing each of these topics. Big Data.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecyle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

Full Circle Data Collection: An Approach for Reducing Turnover

SMD

It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

Full Circle Data Collection: An Approach for Reducing Turnover

SMD

It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

Dice 2018 Recruitment Automation Report

Artificial intelligence (AI) and machine learning (ML) technologies are rapidly changing the way many recruit and hire talent. Read Dice's first-ever Recruitment Automation Report to discover how you can employ new, cutting-edge technologies to source and hire tech talent faster.

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

HR Service Delivery software for the non-traditional workforce

The rise of the gig economy means HR must support a variety of worker types. This eBook explains how HR can easily serve the non-traditional workforce, including those in manufacturing and retail who work away from a desk or outside traditional office hours.

Artificial Intelligence & Machine Learning: The Good, the Bad & the Ugly

SMD

For the past 5 years or so, big data, human resources (HR) analytics, and predictive analytics have been new concepts floating around the HR world. Of course, with technology changing at a mind-blowing speed, two new approaches are creeping into the HR profession – artificial intelligence (AI) and machine learning. Let’s look at the benefits and pitfalls of these new techniques. ARTIFICIAL INTELLIGENCE.

Solve the Turnover Mystery: Investigation Approaches Identified

SMD

Our last blog posed the question, “Can turnover risk be used as a proxy for actual turnover?” The short answer is yes. But keep in mind, the drivers differ.

Can Turnover Risk Be Used as a Proxy for Actual Turnover? We Have the Answer

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You would probably jump at the chance to impact your organization’s bottom line by reducing the voluntary turnover rate of high performing employees (i.e., reducing the number of good employees who choose to leave the organization).

Money-Mouth Guarantee for HR Investments

SMD

Is this you? A charge from upper management to reduce turnover – check. Your survey vendor gives you stacks of survey results – check. The vendor provides a snazzy PowerPoint presentation – check.

Hard to Hire: Third-Party Recruiting & the State of Talent Acquisition Report

The talent acquisition challenges of today are unparalleled: 90% of survey respondents feel that the current hiring market is more challenging now than in the past! Recruiting as we’ve known it is evolving - how are you keeping ahead of the competition?

SMD’s Prediction Comes True: Rage Against the Machines

SMD

We’re continuing to follow up on our “Crystal Ball” prediction series from last year, which outlined upcoming trends and the impact on you, your organization and the entire HR field. Multiple recent findings have proven our “Rage Against the Machines” prediction. See how below. Prediction from 2016.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing. Don’t feed the fever! Let us tell you why. Spinning in Circles.

Data 40

The Employee Survey: A Strategic Tool vs. Engagement Barometer

SMD

Are you simply using your employee survey to measure engagement? How do you demonstrate the ROI from that approach?

ICYMI: HR Developments Through the Decades

SMD

We recently read an interesting article in Human Resource Executive’s 30 th anniversary issue, “HR’s Epic Journey,” and we thought the insights offered by several CHROs were worth repeating. The trends they pointed to aligned with the ones we have spoken about before as well.

Building AI to Unlearn Bias in Recruiting

Research shows that the hiring process is biased and unfair. While we have made progress to solve this, it’s potentially at risk due to advancements in AI technology. This eBook covers these issues & shows you how AI can ensure workplace diversity.

Millennials – Why all the Fuss?

SMD

Part I: Firsthand Research. With so much hype about millennials, we set out to determine if they truly behave in the workforce differently than other generations. Like any good scientists, we needed facts and data. We turned to our own client research.

Another SMD Prediction Validated: Bad Analytics Leads to Bad Business

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At the end of last year, we developed a “Crystal Ball” prediction series about predictive analytics in HR, and how this approach will impact you, your organization and the HR field in the future. Our first prediction came true in February (see here ).

Measurement Isn’t Enough: How to Utilize Physician Surveys to Improve HCAHPS & More

SMD

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on. It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention).

Measurement Isn’t Enough: How to Utilize Physician Surveys to Improve HCAHPS & More

SMD

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on. It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention).

How Recruiters Can Create a Predictable Candidate Pipeline

Even the most experienced recruiting professionals face challenges filling critical roles in their organizations from an inability to establish, nurture and grow a sustainable talent pipeline. Download this eBook to get a jump on sourcing and learn how to build a high performance recruiting pipeline.

The Future of HR Analytics? We’re Playing Nostradamus Again…

SMD

Unlike typical “thought leaders,” we don’t just make predictions at the beginning of the year and walk away; we track them all year long to see if they actually come true. Last year we looked into our HR analytics “crystal ball.” As is evident by our tracking (see here , here , here and here ), all the predictions came true.

The Future of HR Analytics? We’re Playing Nostradamus Again…

SMD

Unlike typical “thought leaders,” we don’t just make predictions at the beginning of the year and walk away; we track them all year long to see if they actually come true. Last year we looked into our HR analytics “crystal ball.” As is evident by our tracking (see here , here , here and here ), all the predictions came true.

Millennials – Why all the Fuss? Part II

SMD

Part II: The Scientific Community’s Stance. Not Truly Generational. Part I of this series dove into the firsthand research we’ve conducted at SMD. Let’s take a look at what the scientific community has published on the topic.

Predictive Analytics in HR: Our Crystal Ball Says …

SMD

Part V. This is what you’ve all been waiting for: our last prediction! We saved this one for last because it’s very personal to you and your development in the future. #5 5 Demand for Analytics Skills will Continue to Grow. We are already seeing an increasing demand for HR analytics skills.

Live Webinar: Our Gift to You – 12 Tips, Tools and Tricks for Recruiting in 2019

With the New Year right around the corner, make the resolution to get your recruiting processes dialed in. Attract top talent by providing a cohesive and enticing experience that get candidates in the door and excited about your company. Join Alissa Bencks, VP of Organizational Effectiveness at Wonderlic and leading Recruiter Rick Powell in a joint webinar to learn how you can drive more candidates to each opening, 'sell' your company to top candidates, and create a positive brand image with your recruiting efforts this holiday season with 12 tips for a more impactful hiring process.

Predictive Analytics in HR: Our Crystal Ball Says …

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Part III. We foresee our next prediction because it will be a direct result of our last prediction, which was “Adoption and Change Will be Slow.” HR organizations that do analytics the right way will have a significant competitive advantage because few will do so quickly. #3