Data and Analytics

An HCI Topic

Recruiting decisions aren’t limited to selecting the right candidates. With comprehensive analytics, you can identify the talent you’ll need, the pools with the right candidates, and methods to evaluate for fit. Don’t be intimidated by big data. Learn how you can develop people intelligence so you find the available skilled talent you need quickly and at a lower cost.

Featured in Data and Analytics:

Blog

How to Improve Recruiting with an Employee Engagement Program

Blog | Author: Kevin Grossman, Director of Content, PeopleFluent | Source: HCI | Published: 3 days ago

As it becomes more difficult to find top talent, the last thing companies want is to go through the trouble (and costs) of recruiting “new” individuals, only to see them leave shortly thereafter. And the reason so many employees leave so soon after they are hired is often due to an unhappiness and disconnection from what they thought their new employer was all about. In other words, disengagement. As discovered in Gallup’s recent survey on worldwide engagement trends, a mere 13% of employees are engaged at work, meaning the vast majority of employees are actively disengaged. That’s a lot of unhappiness.

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Blog

Three Reasons to Invest in Your Internal Mobility Program

Blog | Author: Daniel Fogel | Source: HCI | Published: October 21, 2014

 “Here's a recruiting riddle: What costs more but often works worse? Outside hires.”
Rachel Emma Silverman and Lauren Weber for the Wall Street Journal
 
Internal mobility, talent mobility, internal career programs, the name you choose to call it is not as important as the concept it conveys.  Internal mobility programs are designed to move talent from role to role within the company.  Industry leading companies like McGraw Hill, Sodexo, and Google are leveraging internal mobility programs for their benefit and you should be too.  

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Blog

RPO Change Management: What to Expect in the First 120 Days

Blog | Author: Emily Gordon | Source: HCI | Published: October 7, 2014

It’s a fact that no recruitment process outsourcing (RPO) transition is perfect, yet people assume theirs will be. I’ve managed RPO transitions with many clients, and while change is always challenging, it helps to know that there is a predictable pattern to it — a normalcy to the pain you will feel. Part of my work at Seven Step RPO is to hold a full day “change management” meeting with new clients. We have found that nothing beats taking the time to be informed and educated about what to expect as we work toward a mutual goal of aligning a team that hires great talent. 

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