Our Approach
Creating a sustainable competitive advantage is key to business success. Typically, this translates to discovering company-unique distinctive competencies. People Analytics is a data-driven approach to employee recruitment, selection, engagement, and retention that can help transform an organization's people into a key source of value creation. We ask questions that open new horizons and then employ advanced analytics to find answers. The result is more effective and reliable human capital decisions.
Statistics is no one's native language. Our approach is collaborative. We include you in the conversations about what questions to ask and how we can help you answer them with advanced data analytics.
Although statistics is compelling, it is unmemorable. We will conduct all the analyses and translate the results into easy-to-understand visuals. Based on 40 years of cumulative experience teaching these topics, we will translate the numbers into intuitive human experiences to make sure the numbers take root in the minds of decision makers.
Recruitment
Is the language in your job listing biased?
Does the text match your recruitment goals?
Most companies claim their recruitment policies are unbiased. Yet, among Fortune 500 CEOs, there are more men named James than there are women CEOs. It is easy to blame biased policies. However, language in job posts can infuse sourcing bias. Words carry preferences without us recognizing it.
Research shows that recruiting language impacts diversity and size of applicant pools. Gendered words, motivations, and inclusivity are but a few variables that our text analysis can help you evaluate in regard to your recruitment approach.
Selection
How do you select the applicant with the best probability of success? Do you test for personality or cognitive ability? Are your tools psychometrically reliable and predictively valid?
Does your screening process rely on (un)structured interviews? Are your questions triggering cognitive biases?
Automated screening tools are a dime a dozen. Most are academically unvalidated products created for profit-making, not for psychometric accuracy, leaving companies vulnerable to lawsuits. Let us help you select reliable and valid psychometric assessments backed by evidence-based research in Industrial and Organizational Psychology.
Engagement
How do you motivate employees to reach their full potential? What factors lead to engagement?
How does your organization measure, track, improve, and sustain employee engagement?
Engagement impacts performance and behavior. We can help you understand factors that lead to engagement and performance by drawing on decades of empirical work motivation and leadership research. Coupled with valid and reliable measures, our analyses provide insights into drivers of engagement at your organization.
Retention
Often, employees take advantage of internal opportunities to improve their market value and then leave the organization. Turnover is costly, especially after investing thousands in recruiting, selection, and engagement. So, what causes turnover?
Organizational commitment is commonly overlooked in conversations about engagement. We can help you better understand employee attachment processes and assist you with measurement and analysis of retention factors. Protect your investment in human capital and continue receiving benefits from engaged employees by improving retention.
Benefits
Quantify Approaches to Recruitment, Selection, Engagement, and Retention
Numbers are not everything, but that is how we bet in the 21st century. Yet, numbers do not come intuitively to humans. Statistics is a relatively new "piece of software" that operates on a relatively "clunky piece of hardware" that evolved in a vastly different environment. While numbers might be universal, they will never be our first instinct. We strive to help businesses make sense of people analytics by conveying statistics in a meaningful way so that the results can have a high impact on your organization.
Data Analytics Training
We offer executive education opportunities. Whether you are looking to onboard a people analytics team or simply update your own understanding, we can provide targeted training, including introductory seminars on the basics of inferential statistics and how to use them for value creation in organizations.
Personalized career coaching is also available on a onetime or ongoing basis, as well as seminars to convey evidence-based approaches to recruitment, selection, engagement, and retention.
Theory-Driven Analyses
Consider the following statistic: Shoe size and spelling ability are highly correlated. This is an empirical fact, but it takes theory to make sense of it. Numbers unequivocally show this relationship, but theory tells us it is spurious. Age is correlated with both; when age is accounted for in the model, the relationship disappears. Every analysis we conduct is driven by established theory paradigms in Industrial and Organizational Psychology -- not on hunches, the latest fads, or feel-good advice.
Bring Analytics to Life
Making numbers count, especially in traditionally psychology-based function such as HRM, is not easy. Because employees sometime do not understand the process behind making numbers count, they fear it. Our approach to People Analytics is based on a simple observation we generated over decades of conducting research and teaching these topics: information is lost when numbers are not translated into recognizable human experiences in organizations. As lovers of numbers, we find that unfortunate. That is why the two of us, both business school professors, decided to bring people analytics numbers to life in organizations.