Employee Retention: Tomorrow’s Recruiting Metric


Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. A few days later I presented my findings to the VP of HR, demonstrating through the data that approximately half of those terms not only happened within the first year, but within the first 90 days on the job. The future of recruiting metrics.

Do Your Learning Metrics Invoke Emotion?

Cornerstone On Demand

Part of this was in part due to the great relationship we had with our CFO, who helped us identify some traditional and some unique metrics to measure. You can have the best metric in the world, but if success or failure doesn't impact the emotions of those who are determining the effectiveness, you won't get their attention. But the emotion came when the Executive Team sat through presentations of solutions to the simulated business problems.


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The Top 10 Strategic HR and TA Metrics That CEOs Want to See


Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. And, as a result, the metrics that are reported to CEOs and the executive committee result in no positive action being taken. So, if your metrics don’t directly and unambiguously cover strategic goals like increasing revenue, productivity, or innovation, they simply won’t drive executives to act. The Top 7 Strategic HR Metrics for Impressing Your CEO.

7 More Fascinating Employee Engagement Trends For 2017


Until engagement numbers dramatically increase, we are going to continue presenting these trends. Here is what the experts are saying we can expect for employee engagement in 2017: 1) Employee Engagement Will Grow…Slowly. In their latest report, Predictions for 2017: Everything Is Becoming Digital , Bersin by Deloitte is focused on how technology continues to change our lives and workplaces.

Enriching the Employee Experience

Speaker: Isaac Mallory, Director of Sales & Business Development at HR Performance Solutions, and Jennifer Dickey, HR Consultant and speaker for HR Performance Solutions

In the month of October 2017, the U.S. For organizations everywhere, this presents both challenges and opportunities. This presents both challenges and opportunities.

The Now of Work


This doesn’t mean you don’t have ‘levels’, but that everyone in the organization should be empowered to challenge the status quo and present innovative ideas. Diversity can often just be a vanity metric. On September 12-13, 2017, I’ll be in New Orleans speaking and then leading a workshop at the annual ACE Conference put on by Achievers.

6 Skills Every HR Technology Leader Must Develop Starting in 2017


In the future, HR technologists will no longer have to answer questions on simple metrics such as what is the current headcount or how many people were hired last month — self-service analytic platforms and algorithms to manage data will be taking on this rote and repetitive task. The post 6 Skills Every HR Technology Leader Must Develop Starting in 2017 appeared first on Visier Inc.

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The 5 Key Job Application Metrics You Need to Know


06/16/2017 // By tracy kelly // recruitment metrics. Here are the five job application metrics every recruiter needs to know to help improve the candidate experience. In the 2017 Yello Recruiting Study , 26 percent of recent grads report applying to a job from a mobile device. Train recruiters to use screening questions that accurately evaluate candidates for the position, and coach them to present the unique opportunities your company offers potential employees.

3 HR Talent Metrics You Should Start Tracking Today


The following is inspired by a presentation given at Namely’s Client Summit by our very own Chief People Officer, Nick Sanchez, and Senior People Operations Analyst, Eric Knudsen. Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. The field of human resources is changing.

Event Recap: Key Takeaways from Elevate 2017


Elevate 2017 , Hireology’s inaugural retail automotive human capital management summit, is officially a wrap. Whether you missed out on the event or were one of the dozens in attendance, see below for several key takeaways from the workshop-style speaking sessions at Elevate 2017. Data from the 2017 Dealership Staffing study was presented by Isabelle Helms from Cox Automotive and found that dealers are facing declines in gross margin and this will likely continue.

3 Examples of Evidence-Based HR in Action


Last week I had the pleasure of presenting a workshop based on metrics, evidence-based HR, and change management. General Compensation Data Evidence-Based HR Metrics Recognition Scientific MethodThe session was a lot of fun, because we were able to tie the three topics together in a variety of ways to help reiterate not only why each of them matters, but how each of them can really build value when used in conjunction with one another.

4 Ways to Measure the Success of Your HR Programs

HR Bartender

It was created by Dr. Don Kirkpatrick in the 1950s and presents four levels for training evaluation: reaction, learning, behavior, and results. This could make a lot of sense for a couple of reasons: The organization can decide how much or how little they want to invest in results metrics. Any time you create a program, it’s necessary to measure the results. Even the incredibly informal “Let’s do it and see what happens.” approach considers evaluation.

15 employee engagement ideas to try in 2017


Despite being bounced around for many years, employee engagement should still be a priority for 2017. For example, ‘your work on project X helped us break into a new vertical, which was one of our core business objectives for 2017.’ Interact’s own Simon Dance, UK CEO (left), is joined by Customer Insights Manager Nigel Williams (right) to present the Friday Chat in our Manchester office. Employee Engagement in 2017.

Keeping up With the Joneses: Corporate Style


Getting Serious about Talent Practices A few years ago, someone presented locally on HR metrics. The speaker prescribed specific metrics to everyone in the room, telling them that they needed to be capturing data because these were the “most important” measures. The truth is there is no “right” number of metrics, especially for such a diverse group. General Best Practices Data Evidence-Based HR Metrics Scientific Method Speaking

What Recruiters Can Learn From Marrying Pre- and Post-Applicant Data

Cornerstone On Demand

In a 2016 survey from The Work Place Group, 96 percent of respondents said source of hire is an important metric for making recruiting strategy decisions. Here's the issue: 60 percent of those people also rated the metric as less than 90 percent accurate. (If If I presented my annual strategy and budget based on metrics I had less than 90 percent confidence in, my boss would point to the door.)

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Dave Ryan Presents: The HRTECH Checklist


It is my opinion that all vendors should be able to answer question like these and others for you, because they track things like that diligently (in house metrics). Tech HR, software, cloud computing, HRIS this is what I am committing to talking about here at PIC for a portion of this year. So, in April. I was going to come out of the gate and look at one of the vendors out here in the HR Tech space.

The Best of ERE Spring 2017 Recruiting Conference


April 20, 2017. April 19, 2017. April 20, 2017. April 20, 2017. April 20, 2017. Admittedly, it's unclear from this slide alone whether the lack of focus on cost-per-hire is due to a general lack of tracking effort, or whether cost-per-hire merely isn't a metric recruiters consider important. April 20, 2017. recruiting conferences 2017

It’s Time for a People Strategy Revolution


Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. Without these strategic metrics, you’re left with what HR thought leader Dr. John Sullivan calls “‘so what metrics’ because the primary response that they get is a “so what” or “why should I care” reaction. And because of that mundane reaction, when CEO’s read our metrics they certainly don’t take any action.”.

Seven Steps to Meaningful Diversity and Inclusion Metrics


In the world of business, metrics hold a special place—and rightfully so. A lot of D&I practitioners may gleefully note that there is no lack of metrics in the diversity and inclusion space—but which will move the needle on performance? Recently, i4cp assembled a collection of some of the top D&I metrics used by high-performance organizations—those considered leaders in profitability, revenue, market share, and customer satisfaction over a five-year period.

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan


The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). Below are some highlights from the presentations. This is because few CEOs are confident in the quality of their Human Capital metrics. Shifting to a metric model that is designed to influence executives.

Calls Increase for Race/Ethnicity Pay Gap Reporting


Professional services firm Deloitte has been publishing its ethnicity pay gap figures since 2017 with its latest figures showing a 14.6% DEI metrics reporting is increasingly being demanded by shareholders , who expect to see improvement in these metrics over time.

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Employee Onboarding Best Practices: A Technology Perspective


Employee onboarding presents some technological challenges, but overcoming these issues can ensure a smooth and effective onboarding process. Employee Onboarding Metrics Advanced onboarding technology allows you to configure reports and third-party intelligence into manager consoles for greater visibility, more interactive formats and customised summaries. The employee onboarding process is no longer used just for administrative issues.

Analytics Is a Key Ingredient in HR’s Business Impact—But It's Not the Whole Recipe

Cornerstone On Demand

Incorporate business results immediately: Incorporate business metrics such as costs, productivity, revenue, and/or customer satisfaction into your existing reports and dashboards. Picture this. It's a Friday morning, and five senior executives walk into a conference room to meet with the CEO: Operations, Sales, Finance, Marketing and Human Resources.

This Week in Employee Engagement: July 21, 2017

Maritz Motivation

The utter explosion of digital content presents countless opportunities for learning. From CultureNext: Technology and Metrics Overlooked in Recognition Programs — In this article from SHRM, the key highlights of the recent CultureNext Employee Engagement and Recognition Benchmark Study are revealed in context with what the data means for leaders taking charge of engagement. CultureNext (@culturenxt) July 19, 2017. CultureNext (@culturenxt) July 20, 2017.

How HR Can Use Metrics And Data To Speak The Language Of Business


If high-level metrics are like seismic surveys, then data segmentation is like test drilling. The simplest way for HR teams to use metrics to speak the language of the business is to align HR KPIs with the businesses KPIs. In these meetings, members of the team pick an element of data or a sample insight that interest them and take turns presenting and debating it. Reporting capability is always a key requirement for any business deciding on an HR system.

Top 5 Takeaways from the 2017 NAHCR IMAGE Conference


Top 5 Takeaways from the 2017 NAHCR IMAGE Conference Jul. 19, 2017. In 2017 and beyond, successful healthcare recruitment organizations will need to incorporate marketing tactics and strategies in order to meet talent acquisition goals. Opening this year’s keynote presentation is entrepreneur Lee Silber , a surf shop owner who became the best selling author of 21 books, including 15 business books. Bryan-Barajas.jpg. Bryan Barajas Marketing Director.

It’s Time for a People Strategy Revolution


Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. Without these strategic metrics, you’re left with what HR thought leader Dr. John Sullivan calls “‘so what metrics’ because the primary response that they get is a “so what” or “why should I care” reaction. And because of that mundane reaction, when CEO’s read our metrics they certainly don’t take any action.”.

Top 5 Takeaways from the 2017 ASHHRA Conference


Top 5 Takeaways from the 2017 ASHHRA Conference Sep. 26, 2017. The 2017 American Society for Healthcare Human Resources Administration (ASHHRA) Conference took place this past week in the Emerald City of Seattle, Washington. Each time we onboard a new group of employees, engage in a meaningful conversation, we create a connection culture,” Gary Pastore, 2017 ASHHRA Board President, stated during the opening ceremony on Sunday.

INSIGHTS Thursday Wrap-Up: Lessons in Leadership


Brian Fanzo (@iSocialFanz) October 5, 2017. In his keynote, Beane said they created proprietary metrics in house to close the gap between player statistics and performance. Ceridian (@Ceridian) October 5, 2017. Ceridian (@Ceridian) October 5, 2017. WME|IMG Speakers (@WMEIMG_Speakers) October 6, 2017. Cliff Stevenson (@CliffordDarrell) October 5, 2017. Ceridian (@Ceridian) October 5, 2017. Ceridian (@Ceridian) October 5, 2017.

The Importance of Project Governance


If the strategic vision is to work towards standard processes to support scalability, easier maintenance, more effective support/training, and better metrics, this principle should again be central when deep in the design trenches. Agendas will be provided for team meetings with details outlined to ensure that the proper attendees are present as needed. Written by: Brian Kimball. Projects – when ungoverned – become unmanageable pretty quickly.

HR Leaders Guide to Digitalisation Transformation


Conduct an Audit of the Digital Culture and Talent within the Organisation An important starting point of digital transformation is to carry out an audit of the present state of the organisation. Information that is presently available on digital skills and capabilities at an employee level. What metrics have been deployed to understand and measure the digital skills and capabilities. Metrics : Assess how to measure the success of the mission.

How to Improve Recruiter Efficiency By Slaying Dirty Data Issues


Zombie applications may not have been touched for years, but they can get extracted alongside your report on how many applications a role received, thus providing you with inaccurate metrics. Being able to present the data to them in a clear, visible format helps leadership create a narrative around the value of good data and the importance of stewarding it.

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Leadership Insights: What To Do When Your Employee’s Heart Just Isn’t In It


Or rather, I appreciate the reverse, that a person who is fully present and contributes something valuable does so because they feel inspired, alive, and open-hearted. They also suggest a data-driven approach, where upper management should hold managers accountable for measuring engagement and how it relates to performance metrics. You could tell his heart just wasn’t in it. I’ve always liked that phrase.

4 Strategic Drivers of General Motors’ Adoption of Recognition Technology [Case Study]


That broad base of distributed employees presented a challenge for GM, because its historical approach to recognition and engagement had been less targeted. — Ben Eubanks (@beneubanks) September 12, 2017. Garcia and the HR team understood the value of engagement to the business in terms of innovation, customer satisfaction, and quality, which creates a powerful business case for this metric. — Ben Eubanks (@beneubanks) September 12, 2017.

3 Rules for Building Stakeholder Trust in Your HR Data


For years, many companies have relied largely on intuition and easily-captured metrics when it comes to People Analytics. If presenting this finding to a broader audience, you’ll want to provide a clear context, so there is no misunderstanding or objection to the number. But in the face of rapidly-evolving ideas, methods, and tools in this space, many people have been challenged to consider their trust in data and the science that it is—ideally—based on.

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