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Slalom TalentViewOffering OverviewUsing quantitative modeling and People Analytics to manage the workforce
“People Analytics” a.k.a., the combining of Big Data, Analytics and Business Intelligence to improve recruitment, onboarding, training/development, engagement, retention, succession and other human resources (HR) practices to ultimately drive toward a better-performing workforce.
“Left untended, your high performers will seek alternative opportunities that provide more challenges, growth, and rewards. Your competitors would love to have them. Keep your best workers by meeting their wants and needs.” -Harvard Business Review “What High Performers Want at Work”
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Competition for talent is fierce, talent is fickle and recruiting budgets are tight
How do organizations make the best use of their Human Resource dollars?
Workforce demographics
Shifting & diverse career expectations
Changing dynamic between employers and applicants
Millennials will become 40% of the workforce by 2020*
Increased focus on work life balance but also have diverse expectations about their career goals
Prospective employees in highly sought after industries have their choice of top employers and job hopping is the norm, not the exception
* US Department of Labor Monthly Labor Review http://www.bls.gov/opub/mlr/2012/01/mlr201201.pdf** Failure To Launch: Structural Shift and the New Lost Generation (https://georgetown.app.box.com/s/8tchnjo0wq9meamwwn5f)
Career 'impatience'
Only 1 in 10 millennials considers their current job to be part of their career**
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Do You Know?
Hire
Develop
Retain
• What is the optimal mix of recruiting sources/approaches? • Is the interviewer/recruiting process effective (and what does
that mean)?
• How engaged are your employees?• How well are they connected to each other? Can you identify
the behaviors of strong collaborators?• Are you using the employees’ connectedness and
engagement level to indicate potential flight risks?
• Can you identify those employees who feel unappreciated or dis-satisfied with their role?
• Can you identify the traits/habits of your top performers?• Can you anticipate your flight risks and what mitigation
should you put in place?
Are you hiring quality candidates?
Are your employees fulfilled professionally?
Are your employees engaged?
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TalentView is a suite of experience-based analytic modules that help guide recruitment spend and maximize ROI
Helps hiring managers identify and process “high quality” candidates
RecruitGuide
EnGauge
LoyaltyView
Improve recruiting ROI with a more effective recruitment process that pairs traditional “gut feel” recruiting with data-driven analytics to better match interviewers to prospects and predict the likelihood of a recruit being a high performing employee (before hiring them)
Maximize employee training and engagement costs by applying segmentation and statistics to better guide employee's career progression and drive better insights into employee’s job satisfaction Understand how well employees are
engaged and provide guidance on increasing employee job satisfaction
Provide analytics on the potential effect on the organization of that attrition along
with recommended courses of action
Minimize separation costs by identifying employees at risk of leaving the organization and reviewing prescriptive recommendations to prevent the event or minimize its effect on the organization
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RecruitGuide Deliverables
A ranked list of critical demographic, employer, and interview variables that influence quality of hire
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A set of visualizations that take a deep dive into the data and relationships between variablesMODEL CODE
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A summarized list of immediately actionable insights categorized by key themes
A set of re-usable analytics code for high-quality model creation
RecruitGuide provides a suite of outputs that improve recruitment and onboarding ROI
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EnGauge Deliverables
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A collaboration scorecard that evaluates a department’s level of collaboration based on quantitative network analysis An automated list of whom new hires should connect immediately after joining based on collaboration score
Identification of key collaboration bridges based on job function and the impact of those bridges attrited
Re-usable code repository and a full list of results for exploration and presentation
EnGauge provides a set of prescriptive analytics to guide training/development and employee engagement that ultimately contributes to a better-performing workforce
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Client Business Problem
Our Deliverables Business Outcome
• Global financial services & media corporation
• $9.0B in revenue• Operates over twelve (12)
functional businesses and has 14,000+ employees
• Bloomberg found it challenging to identify, develop, and retain high quality hires that would succeed in its unique culture
• It needed a quantify the factors that lead to high quality hires and objectively employee measure collaboration across and between business areas
• A quality of hire predictive model & a network collaboration analytics model developed in Python
• Actionable insights to integrate into the recruitment and onboarding process
• Slalom provided Bloomberg hiring managers and recruiters with a tool that allowed them to quickly identify high-potential hires and a set of quantifiable levers for improving the interview process
Recent Success Stories
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Client Business Problem
Our Deliverables Business Outcome
• International music corporation
• $4.9B in revenue• Operates dozens of
record labels & and produces work for over 30,000 artists
• The amount of data received by streaming sources has rapidly increased, but margins have declined
• Sony needed an objective, rigorous, and precise method to target & market to streaming consumers
• Predictive models built in Alteryx & fully functioning Alteryx Server
• Actionable insights to integrate into the marketing & sales strategy
• Sony leveraged the consumer cluster model to create tailored product offerings to their streaming customers
• Sony was able to identify songs to add to their playlist in minutes, rather than hours
Recent Success Stories
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Contact us
Saken KulkarniSolution Principal
c 914-589-4453
Marc ImbermanPractice Area Director
c 914-772-0238
Ben GillmanConsultant
c 508-397-7878
© 2015 Slalom, LLC. All rights reserved. The information herein is for informational purposes only and represents the current view of Slalom, LLC. as of the date of this presentation.
SLALOM MAKES NO WARRANTIES, EXPRESS, IMPLIED, OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
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