Great resource! You mentioned sharing something if it wasn’t referenced; do consider adding Employee Cycle as it is an HR analytics platform that beats Tableau and spreadsheets out for HR data visualization and analytics.
It's better to spend more time finding creative people who want to bring new approaches. I never thought to estimate my HR time like this. Thanks for sharing.
Great approach indeed. There is such a huge difference in motivation from the candidate side depending on how long the hiring process takes. For sure the best candidates won't just wait around
Indeed a wonderful explanation to start understanding HR Analytics. But I have a question for you. What is the relation between the level of performance of employees (from a specific job board they used to apply for their job in my organization) and the Cost effectiveness for hiring managers???? A poorly performing employee can come from a very strong source which doesn't really mean that using that source is going to be a waste of time for hiring a talented individual. And also how this is going to be cost effective?
Maybe analyzing the average career span per source. Maybe also analyzing the movement of the hires from the source in other companies though that depends on many factors.
We can predict the employee's performance maybe based on previous data provided ... we can also draft a performance potential matrix for him or her to manage his experience at the organization while deriving maximum profit.
Having a keen look in many parts of the world shows us that hiring talents does require time but if we talk about cost in financial means then it's really negligible now a days. Many companies are sourcing candidates from references or from other means of free sourcing platforms are still there which hardly requires employers to pay but still they can manage talent. Therefore, when we talk about ATS & Analytics in such means, helps employers to reduce the cost of hiring, it's actually not that correct.
Optimum utilization of Talents of employees it will be measured by performance.... Cost to the company/capabilities, caliber, skills=. Data of talented people
are hr analytics and people analytics same if not which to choose? and do we have to know coding language for hr or people analytics. and even tell about the data analytics and how is it different from hr and people
Sorry, watching the video is impossible. It works well as an audio podcast, but who the hell thought that those irritating, annoying jump-cuts forth and back every two secods were a good idea? How can anybody sit in front of an editing program and think: "Yeah, that's how it should be. That's fancy and cool, they will love it."
![Power BI for HR | How to Build an Interactive Dashboard & HR Data Analytics [2024]](/img/1.gif)
Get the resource list here: grow.ac/HR_VID
Hey! where can I contact you? Tried on Facebook, but no1 is responding ;)
Great resource! You mentioned sharing something if it wasn’t referenced; do consider adding Employee Cycle as it is an HR analytics platform that beats Tableau and spreadsheets out for HR data visualization and analytics.
It's better to spend more time finding creative people who want to bring new approaches. I never thought to estimate my HR time like this. Thanks for sharing.
I agree. Easier said than done !!! kelleyconsultingfirm Raleigh NC
You are absolutely right!
Thank you so much for sharing! HR takes so much more time than people estimate and this helps tremendously!
finally somebody that speaks english
Great approach indeed. There is such a huge difference in motivation from the candidate side depending on how long the hiring process takes. For sure the best candidates won't just wait around
Great intro video and resources! Also loved that I didn't have to speed up the playback speed on a video...literally first time ever :)
Great video and insights, Jayla! Congrats!
Jayla on fire. This is also super helpful for sales
It will come in handy.... thanks a bunch
A great video to practically explain HR Analytics with some examples.
Very descriptive!
Indeed a wonderful explanation to start understanding HR Analytics. But I have a question for you. What is the relation between the level of performance of employees (from a specific job board they used to apply for their job in my organization) and the Cost effectiveness for hiring managers???? A poorly performing employee can come from a very strong source which doesn't really mean that using that source is going to be a waste of time for hiring a talented individual. And also how this is going to be cost effective?
Maybe analyzing the average career span per source. Maybe also analyzing the movement of the hires from the source in other companies though that depends on many factors.
We can predict the employee's performance maybe based on previous data provided ... we can also draft a performance potential matrix for him or her to manage his experience at the organization while deriving maximum profit.
I.E. Growth Tribe's tutorial on how to perform institutional discrimination on the basis of age, race, family status, economic background and more!
Thank you for the future..
Thank you for this overview! Really helpful :)
Very informative video.Thanks
It became much cheaper to appy for jobs as well. Companies cannot ignore data analysis when screening candidates anymore.
Having a keen look in many parts of the world shows us that hiring talents does require time but if we talk about cost in financial means then it's really negligible now a days. Many companies are sourcing candidates from references or from other means of free sourcing platforms are still there which hardly requires employers to pay but still they can manage talent. Therefore, when we talk about ATS & Analytics in such means, helps employers to reduce the cost of hiring, it's actually not that correct.
Awesome video!
Great info !👍
Any courses you know pls let me knw....
what are the names of the books shown in the video I was only able to see culture code
Epic 💪
Optimum utilization of Talents of employees it will be measured by performance.... Cost to the company/capabilities, caliber, skills=. Data of talented people
I'm an HR executive and wanted to switch to HR analytics,I know tableau does it has any scope in India?
1000th like
are hr analytics and people analytics same if not which to choose? and do we have to know coding language for hr or people analytics. and even tell about the data analytics and how is it different from hr and people
Great information sharing BUT rate of speech is very high.😊
Hi can an undergraduate person go for HR Analyst . what is the procedure and which institution would b better .
I signed uo but did not received the full list of tools
Too fast can't keep up with your words or visual notes
This is good but oh boy the sound effects are startling and unnecessary, the detract from the message you are trying to put across.
Sorry, watching the video is impossible. It works well as an audio podcast, but who the hell thought that those irritating, annoying jump-cuts forth and back every two secods were a good idea? How can anybody sit in front of an editing program and think: "Yeah, that's how it should be. That's fancy and cool, they will love it."
"as a growth hacker"
let's talk bullshit
WHo ever edited this video needs to be flagged. Too fast and too many zoom in out. Chill!!
you speak too fast!
Thank you, but you are speaking so fast
You are too fast when you explain. I think you should slow down
Can you speak little bit slower???