HRO Today November 2014 - 4

CEO's Letter
What Happens Next
Pre-employment and background screening is the subject of this month's HRO Today Baker's Dozen Customer
Satisfaction Survey Ratings. We congratulate Aurico on leading the market in the overall category. As we worked to
complete this increasingly more important benchmark survey-we get many calls asking for interpretation support as a
prelude to an RFI/RFP process-I pondered why this very mature aspect of HR technology and services continues to be a
stalwart of the employment process. Background checking is not only a security protocol-looking back at the past can
give organizations a glimpse of how that prospective employee will behave in the future.
Many behavioral assessment models also tout the predictive value of their appraisal system on future performance, and
many of them are very good. Even the long and complex interviewing of executive search consultants are designed to
ferret out strengths and weaknesses prior to a referral. In the employment aspect of HR, recruitment programming,
like screening, have grasped a fundamental essential. It is not only important to know what just happened, it is equally
important to know what happens next.
We are all drowning in numbers. We live in a world of dashboards designed to focus or roll up the critical numbers.
We try to analyze which numbers are the key drivers to track for the business and we debate endlessly the value of
the various metrics. However, the vast majority of these numbers tell you what just happened. The HR service and
technology provider community needs to move on and tell us what is about to happen. There are many products that
now use the term " predictive analytics " and they have to deliver on that promise. If you think about the role of any
senior executive it is to do things, manage what is happening now, and predict future performance. Be a CEO or CFO
who misses earnings a few quarters, you don't need a piece of predictive software to tell you that there is a long walk
down a dark hallway to your termination in the near future.
Predictive analytics are the Holy Grail of business software. This is going to become an increasing issue in the future of
HR. One of the real pain points in many companies is workforce planning. If it was a pristine process, why are there so
many bulge hiring efforts (other than seasonal cyclicality) or hiring freezes? This is an area where, frankly, the operating
departments need to be led-yes led-by HR. There are some good products out there for workforce planning and
some of the big suites do it, but many of these are just roll ups of the numbers you input. Why are there solutions that
take your financial projections for sales and use historical data to construct a model based on the operating platform
of the business? I have not seen one that is yet good at that. (If someone thinks they have this, I would welcome the
demo.)
I recently had a demo of Joberate, a company led by a former HRO Today columnist, Mike Beygelman, and the winner
of the 2014 iTalent Competition. The software uses publicly available social media data to predict when employees (if
you are the employer) or candidates (if you are not the employer) will begin to actively seek jobs. It does this months
before someone takes the step of going active by analyzing social media behavior. While there is a creepy surveillance
aspect to this, it is essentially no different than Adwords by Google, which tracks buying behavior. Joberate is one
of the first and most innovative approaches to predictive analytics because it can pinpoint who is the company is
dissatisfied, and drills down by manager and department in real time.
The overwhelming response of the market to Joberate also shows how important prediction is to HR and how hungry
HR is for these solutions. So, I predict that predictive analytics will be at the forefront of the features of the best new
HR products. I just don't know who many of them are yet. Sorry.
[4]
HRO TODAY MAGAZINE
| NOVEMBER 2014

HRO Today November 2014

Table of Contents for the Digital Edition of HRO Today November 2014

HRO Today November 2014 - 1
HRO Today November 2014 - 2
HRO Today November 2014 - 3
HRO Today November 2014 - 4
HRO Today November 2014 - 5
HRO Today November 2014 - 6
HRO Today November 2014 - 7
HRO Today November 2014 - 8
HRO Today November 2014 - 9
HRO Today November 2014 - 10
HRO Today November 2014 - 11
HRO Today November 2014 - 12
HRO Today November 2014 - 13
HRO Today November 2014 - 14
HRO Today November 2014 - 15
HRO Today November 2014 - 16
HRO Today November 2014 - 17
HRO Today November 2014 - 18
HRO Today November 2014 - 19
HRO Today November 2014 - 20
HRO Today November 2014 - 21
HRO Today November 2014 - 22
HRO Today November 2014 - 23
HRO Today November 2014 - 24
HRO Today November 2014 - 25
HRO Today November 2014 - 26
HRO Today November 2014 - 27
HRO Today November 2014 - 28
HRO Today November 2014 - 29
HRO Today November 2014 - 30
HRO Today November 2014 - 31
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HRO Today November 2014 - 33
HRO Today November 2014 - 34
HRO Today November 2014 - 35
HRO Today November 2014 - 36
HRO Today November 2014 - 37
HRO Today November 2014 - 38
HRO Today November 2014 - 39
HRO Today November 2014 - 40
HRO Today November 2014 - 41
HRO Today November 2014 - 42
HRO Today November 2014 - 43
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HRO Today November 2014 - 45
HRO Today November 2014 - 46
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HRO Today November 2014 - 50
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