Everybody Has One
It’s easy to be drawn in by one. Confident communicators garner followers with theirs. You can always find one that is in direct opposition to yours. Some are spot-on. Some are laughable. Opinions.
In what ways are opinions at the core of your staffing process? Candidates are advanced based upon opinions. The judgment used to move a candidate forward in the evaluation process is always a personal decision that gets put forth with an opinion. “I believe this candidate is capable.” However, every executive knows that judgment is rarely better than the data that underlies it.
So the question becomes, what data underlies the decision making in your hiring process?
Sound HR analytics require data. The absence of consistent, reliable and relevant data is a significant barrier to HR analytics. An underlying reason for this is the lack of data capture infrastructure. Without data, there can be no analysis. Without analysis, there is no evidence-based learning. And as such, recommendations and suggestions become just another opinion, an opinion that may have little substance underneath it.
Quantitative or Qualitative?
We view staffing as a process with yields to manage, yields as defined by quantitative and qualitative measures. In process improvement initiatives, defining the appropriate data is critical.
In our work with clients regarding staffing process improvement, one of the initial steps is defining the data that define the economic impact of on-the-job performance and the investment made to bring a new associate up to proficiency. When your HR analytics have as their foundation job performance data and the scope of the investment required for an individual to achieve minimum performance standards, you have a basis for documenting the return on investment (ROI) of your staffing process improvement initiatives.
We ask HR and Staffing professionals: “What is your investment for hiring, on-boarding and bringing a new hire up to proficiency?” “What degree of performance variation exists in this specific job?” Having these data easily at hand is one measure of how well an organization understands and values the contribution the staffing process is making to the business plan. (Know your investment – Waste and Rework Calculator.)
If you rely on industry norms or data from outside your organization for these measures, it may indicate your staffing process is fundamentally opinion driven. We find that staffing professionals who have internal data, data that is credible, get funding for process improvement projects. They have data to conduct the analysis, the data which tells a compelling story, the story that describes and documents return on investment.
If you want to obtain funding for staffing process improvement initiatives, take a look under the hood – What do your data say?