Join #panTalentChat #Webinar Can Data Help You Hire Better?

TalentCulture Founder and CEO Meghan M. Biro will present a webinar with pan, an industry-leading talent assessment solution, titled “6 Strategies to Improve Your Quality of Hire.” The free 30-minute webinar will be held February 17 at 2 p.m. EST (11 a.m. PST), and will be followed by a 30-minute question-and-answer session on Twitter at 2:30 p.m. EST (follow hashtag #panTalentChat). The event is designed for HR, leaders and business pros who want to understand how data-driven hiring can increase their company’s hiring success.

It’s always inspiring when we put our heads together in the area of hiring and talent analytics. I’m about to do a webinar with pan (register for the webinar here).panwebinar on innovations in talent analytics during which I’ll present some interesting data from pan and other reputable sources. The fact is, we’re making huge strides in adapting Big Data to our needs. We’re past the stage of asking if and how Big Data will help us. Now the question is: how can we help Big Data help us? How can we use talent analytics and metrics to answer the same basic six questions we always need to ask?

We’ve accepted this immense resource, and are looking for ways to capitalize on its scope, power, and agility. Meaningful data requires the right measurements and assessments. Here are some tips on how to harness Big Data for meaningful answers to those six questions.

1. Is our recruiting effective?

Same question we’ve always asked, but amped up with data that can be gleaned from a range of channels, including mobile and social. Mine the data to show the diversity of the applicant sample, the ratio of applicants to hires, and the time between the arrival of the application and when the offer is accepted.

2. Are we working with the right assessments?

To get a scaled-up answer to this scaled-up version of “Are we asking the right questions” calls for accurate assessments. First, conduct a job analysis so the job is scientifically and clearly defined, including duties, competencies, and requirements. Then dovetail score-able testing and interviewing phases into the hiring process. The data from these assessments can provide great comparisons between candidates, pinpoint relevant qualifications, and help predict future job performance.

3. Are we measuring the whole person?

It’s a bit outside our comfort zone to replace a traditional judgment call with measurements. But data of late has been disproving some habitual assumptions. Make sure you measure the entire spectrum of competencies, from problem solving to negotiating, statistics to communication. Compare those qualities to the requirements of the job (based on your job analysis). Then compare those qualities among similarly promising candidates to find the best fit.

4. Is our selection program effective?

Even with Big Data at our fingertips we tend to lean on it more up front, during hiring.  But we need better hindsight. Continue gathering data to track and adjust the hiring process (don’t just “set it and forget it”). Measure performance, sales, turnover of hired employees (outcome data). Then, combine that with the predictor data gathered during recruiting and hiring, such as interview and test scoring. The results will indicate how to revise scoring metrics going forward, and how to maximize successful hires.

5. Are we getting a good ROI?

How much does a bad hire cost — in lost productivity, mistakes, and the cost to recruit, onboard, and train a new hire? The value of making an up-front investment in an effective hiring process is similarly measurable. Comparing hiring data to critical metrics for success, you can demonstrate the financial impact of a good hire.

6. How can we create training programs post-hire?

Much of the measurements from the selection process can be used to guide training and development. Work-focused personality assessments offer insights into qualities like flexibility, ambition, and teamwork — giving management a clear blueprint for development programs to build on strengths and counter weaknesses in new as well as existing hires.

New tools, same questions: From application through hire, data can shape strategic talent management. The interesting sidebar to this will be seeing if the new world of work, as hyper-networked, hyper-informed, and global as Big Data is, well, big — will change the questions we ask. I’d venture it’s all part of the HR continuum. Businesses. Jobs. People. Social. And now, better measuring and managing tools than we’ve ever had before.

If you’re interested in improving your hiring results, you’ll want to attend this webinar. Register for it here.

About the Author: Meghan M. Biro is a globally-recognized talent management leader and social business and community catalyst. As founder and CEO of TalentCulture Consulting Group, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft and Google, helping them recruit and empower stellar talent.

photo credit: Portable Screening Devices (1359) via photopin (license)

How To Hire Your Dream Team Using Workforce Science

“Psychometric assessment implementation” –see why we didn’t put that in the title? I hope we haven’t already lost you, because this science isn’t as complicated as it sounds, and it can have some pretty powerful affects on your workforce.

Psychometrics are used to measure things like skills, knowledge, abilities, attitudes, personality traits and educational achievements. Do you remember all of those yearly tests that you took in school, and you didn’t know why you were taking them? Those were crafted with psychometrics as a tool to gauge the progress of your education in an objective and scientific way.

Psychometrics in HR

Not surprisingly, we see many of these psychometricians (yup, that’s a real word) working in the Human Resources field. The knowledge gathered by psychometric testing and surveys can help in the hiring process, team building and even succession planning. These once very subjective matters in human resources, can now be looked at and measured in a much more effective way.

  • Hires once made on a gut feeling, can now be made with solid data.
  • Teams no longer have to be thrown together, but instead thoughtfully crafted with this science.
  • Succession planning is no longer a matter of favoritism or convenience, but rather finding the right person for the position. conducted a study over 1,400 executives, employees and educators, and asked them to name the specific kinds of collaboration problems that plague their workforces. 97% of respondents believe a lack of alignment within a team directly impacts the outcome of a task or project. These are the major issues that psychometric assessment implementation (there’s that term again) can help to alleviate.

Should I Be Using This as a Workforce Science?

Today over 80% of Fortune 500 companies in the US use psychometric testing, and over 75% of the Time “Top 100 Companies in the UK” use it. So the answer is, yes, you should be using this science in your workforce.

There is one small problem; many of the tests out there that claim to use psychometrics, or, are presumed to have been created with psychometrics, have simply been built on a “Buzzfeed” type of test structure. You know those tests, “What Disney Character are You?” or “What 90s Pop Song Would You Be?” Well some of the so-called workforce science testing out there is created with a little more validity than these playful time-wasters.

So You’re Saying I Need a Department of Psychometricians?

No, unless you have a budget that makes Google look like a mom and pop shop, that’s not the way to go. Thanks to decades of study and the wonderment that is the internet, these psychometrics tests are available from real experts, online. Your workforce can take these assessments anywhere, anytime and then the data procured can be used to create the optimal work environment for teams.

What to Look For

Like any software or platform decision, it is always best to look for case studies, customer reviews, and testimonials. You should also always take a demo, tour or trial of the product before signing on the dotted line. If you answered 15 simple questions in a survey that took less than 4 minutes, this isn’t a product that actually works. If it were that easy, you wouldn’t need a provider in the first place. Also look for the assurance that these tests or surveys were in fact created by experts in the psychometrics field; anyone can slap a survey together.

As attraction, retention and engagement are all rising to the top of every employer’s concerns, this workforce science is becoming far more of a necessity. That, coupled with the increasing access to and effectiveness of these tools, has created a solid part of recruiting, team building and career planning. Even for a small business, assembling effective and successful teams is a struggle, but as organizations grow, the thoughtful crafting of these teams falls farther down on the to-do list.

Apply Now

(About the Author: Ryan Mead is the CEO and Founder of Vitru Inc., a world class platform for designing teams and creating better collaboration. Ryan is a husband, dad to three great kids, crazy about saddling up a horse, wide open spaces and helping organizations become places where people can do great work. Follow Ryan on Twitter or Connect with Ryan on LinkedIn.

Vitru helps managers, recruiters, HR professionals, entrepreneurs and co-workers create their own personal dream team for a one-time project or for long-term success. Learn more about this creatively led, strategically driven, scientifically powered, people centered solution by visiting the Vitru website at