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Friday Session #69 - Big Data for HR by Laurent Kinet

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Friday Session #69 - Big Data for HR by Laurent Kinet

  1. 1. 22/10/2014 FRIDAY SESSION #69 Smart Hiring: Big Data and Graph-based web analysis for HR departments. By Laurent Kinet @Cleverwood #FridaySession
  2. 2. BIG DATA for HR “It’s all about amplification.”
  3. 3. THE LIBRARY OF ALEXANDRIA IS THE FIRST BIG DATA INFRASTRUCTURE IN THE WORLD HISTORY.
  4. 4. Data is not new. Big is not new. Galileo Galilei, On Saturn. The first and most beautiful data visualization on earth.
  5. 5. Data is not new. Big is not new. “The best statistical graphic ever drawn”, Edward Tufte. The first and most beautiful data visualization on earth.
  6. 6. The new in Big Data is…
  7. 7. A couple of figures. 12 10 8 6 4 2 0 2013 2014 2015 2016 2017 2018 2019 20 Data Growth IT Spending Source: McKinsey
  8. 8. Workforce Science. “Work Force Science is absolutely the way forward. Most companies have been flying completely blind.” Peter Cappelli Director of the Center for Human Resources at the Wharton School of the University of Pennsylvania
  9. 9. Workforce Science. Corporate e-mail Graph
  10. 10. Data-driven Office.
  11. 11. The Graph. A New Paradigm.
  12. 12. Three disregarded new rules. When you hire an individual, you potentially hire his whole social network along with him. When you fire an individual, you potentially fire his whole social network along with him. When an individual works for you, his whole social network can work for you, too. For the best, or the worst.
  13. 13. Prediction HOW DO WE DO THAT CM Tools are here OUTSID E VIEW INSIDE VIEW Analytics Historical Social Data Analysis PAST FUTUR E Corporate Cockpits Standard B.I. Machine-learning Algorithms Social Web Data Open Data Machine-learning Algorithms Corporate Data
  14. 14. My LinkedIn Graph.
  15. 15. DATA SOURCES WEB DATA SOCIAL DATA OPEN DATA ACQUIRED DATA YOUR DATA BIG DATA ANALYSIS METHODS MICRO SEGMENTATION CUSTOMER INTELLIGENCE PREDICTIVE MODELING PRESCRIPTIVE ANALYSIS BEHAVIORAL OUTLOOK WHAT-IF SCENARIOS SENTIMENT ANALYSIS / NLP DATA-DRIVEN OPERATIONS DATA-DRIVEN CAMPAIGNS ACTIVATION PROJECT MANAGEMENT INFORMATION SYSTEMS LOOPBACK SPECIFIC ACTIONS STRATEGIC CONSULTING
  16. 16. Personal Characterization OUTPUT Lifestyle & Interests job area sports music food arts personality others (travel, nature, etc) Socio-Demographics financials work/revenues employability socio-environment real estate mobility/cars enterprises Prescriptive Analysis Data-Modeling LEAD TO ACTION (data-driven operations)
  17. 17. From hierarchy to socialligence.
  18. 18. From hierarchy to socialligence.
  19. 19. From hierarchy to socialligence. YOUR COMPANY
  20. 20. THE EMPLOYEE LIFECYCLE 1 HIRE the right talents 2 ONBOARD fast up to speed 3 WORK better 4 EVALAUTE performance 5 MARKETING ambassadors 6 RETAIN best people 7 END relationship Each step is enlightened by social & open data insights
  21. 21. THE EMPLOYEE LIFECYCLE 1 HIRE the right talents IDENTIFY CAREER MOVES Automatic identification of potential hires in employees’ connections, based on multiple parameters. SLG Data Product: CareerMoveSpotting ™ (CMS) CONTACT POTENTIAL CANDIDATES Use your employees as contact relays to attract connected candidates. Gather testimonials and pre-opinions. SLG Data Product: StaffBridgesToCandidates ™ (SBC) PRE-EVALUATE CANDIDATES Social data are 100 times much revealing than a standard resume. Use social profile to add evaluation layers. SLG Data Product: SocialResumeGenerator ™ (SRG)
  22. 22. THE EMPLOYEE LIFECYCLE 2 ONBOARD fast up-to-speed WELCOME IN FRIENDS Facilitate onboarding by identifying the new hire’s connection within the staff. Create easy and fast mentoring and sponsoring. SLG Data Product: WelcomeInFriends ™ (WIF) CREATE AN IMMEDIATE INTERNAL EXPERT NETWORK Identify the right future expert colleagues for the new hire according to his job description. SLG Data Product: ImmediateNetworkMapping ™ (INM) START WITH A COMFORT ZONE Assign first tasks that you know being in the new hire’s comfort zone to speed up a good settle. SLG Data Product: ComfortZoneMapping ™ (CZM)
  23. 23. THE EMPLOYEE LIFECYCLE 3 WORK better IDENTIFY TRENDS IN THE CLOSE MARKET & STAFF By monitoring what your staff and connections are publishing, get insights on your sector from inside. SLG Data Product: PublishingTrendsJournals ™ (PTJ) CONNECT EXPERTISE OFFER AND DEMAND Easily and immediately connect people who search and people who own. Inside and outside. SLG Data Product: ExpertiseOfferAndDemand ™ (EOD) SURFACE HIDDEN COMMUNITIES Identify groups of common interests in your personnel (work areas and hobbies). SLG Data Product: SurfaceHiddenCommunities ™ (SHC) MAKE EXTERNAL INTELLIGENCE AVAILABLE Monitor your staff and its connections’ publications based on keywords. SLG Data Product: KeywordsBasedMonitoring ™ (KBM) CREATE STRATEGIC TASK FORCES Identify the early adopters within your staff and put them at work. SLG Data Product: KeywordsBasedMonitoring ™ (KBM)
  24. 24. THE EMPLOYEE LIFECYCLE 4 EVALUATE performance INTEGRATE KLOUT AND INTERNAL KPI Enrich your Performance Indicators with Klout scores and other social records. Use the Socialligence Ranking. SLG Data Product: SocialPerformanceRank™ (SPR) TRACK EXTERNAL RELATIONSHIPS Gather the external relationships your employees have with clients, partners, colleagues, competitors. SLG Data Product: ExternalRelationshipsTracking ™ (ERT) OPTIMISE EVALUATION INTERVIEWS Generate rich social yearly journals to get an overview of an employee’s social engagement. SLG Data Product: SocialYearlyJournals ™ (SYJ)
  25. 25. THE EMPLOYEE LIFECYCLE 5 MARKETING ambassadors USE YOUR EMPLOYEES AS COMMUNICATION RELAYS Engage your employees to relay your marketing campaigns and craft your company’s reputation. SLG Data Product: EmployeeAsAmbassador ™ (EAA) IDENTIFY INTERNAL AND EXTERNAL INFLUENCERS Optimize your campaigns by identifying real influencers among your staff and its connections. SLG Data Product: InfluencersSpottingTool ™ (IST) MONITOR YOUR COMMUNICATION SPREADING Monitor the spreading of your messages from employees to their direct connections. SLG Data Product: CommunicationReachMonitoring ™ (CRM)
  26. 26. THE EMPLOYEE LIFECYCLE 6 RETAIN best people IDENTIFY POTENTIAL LEAVERS Identify the employees planning to leave your company, thanks to a combination of selected parameters. SLG Data Product: EmployeeChurnSpotting ™ (ECS) REWARD ENGAGED EMPLOYEES Rank employees according to their propensity to engage internally and externally. SLG Data Product: SocialPerformanceRank ™ (SPR) IDENTIFY STARS AND NUGGETS Know which people you should cherish to reduce risk of leaving. SLG Data Product: StarEmployeesSpotting ™ (SES)
  27. 27. THE EMPLOYEE LIFECYCLE 7 END relationship MONITOR FIRING IMPACT Evaluate the potential negative impact of lay-offs throughout the staff and the employee’s connections. SLG Data Product: FiringImpactMonitoring ™ (FIM) ENCOURAGE AND MONITOR ALUMNI NETWORKS Get insights on your former employees’ new life and encourage them to keep engaged. SLG Data Product: AlumniSpottingMachine ™ (ASM) IDENTIFY BAD INFLUENCERS Identify employees that spread negative information about your company, products or services. SLG Data ProductBadInfluencersSpotting ™ (BIS)
  28. 28. Thank you!
  29. 29. Contact Swan Insights. > Corporate Headquarters. Swan Insights s.a. Gulledelle, 94 B-1200 Brussels Belgium Ph. +32 2 880 51 61 contact@swaninsights.com swaninsights.com > Laurent Kinet. CEO laurent@swaninsights.com Jean-Philippe Schepens. CCO j-p@swaninsights.com > Swan on LinkedIn. Get our news and insights about Big Data and Social Web Analysis company/swan-insights > FOR BUSINESS ENQUIRY > We’d be glad to present our DataGraph and to demo our results during a personalized meeting. Just contact us. Swan Insights complies with all European regulations on privacy matters.

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