1. Big Data for Dummies: Network
Analysis for HR & Recruiting.
Matt Charney.
Recruiting Daily

2. MATT CHARNEY
Executive Editor
RecruitingDaily.com
@mattcharney
@RecruitingBlogs

3. The Culture of Fear.
Change, Failure, Favoritism, Stability, Salary, Self-Image and Self-Loathing.

4. Over 80 %of workers want out.
4 out of 5 employees agree – our jobs suck.

5. Stock Art Isn’t Culture.
This isn’t the kind of viziualization we’re talking about.

6. Making Work Suck Less.
Hey, let’s not fool ourselves.

7. “The lack of money is the root of all
evil.” – Mark Twain.

8. Bu
WhenCompensation = Job
Satisfaction.

9. Everyone has a cool office, bro.

10. Why do employees stick around?

11. 1. Purpose.

12. 2. Autonomy.

13. 3. Mastery.

14. Data Visualization Can’t Help.

15. DaThat’s enough HR for the day.

16. DaDashboarding without design.

17. DaThis is not data visualization.

18. DaThis is not data visualization.

19. Da

20. DaThe new org chart.

21. DaDiffusion of Emotion.

22. DaMy LinkedIn Network.

23. This is more likeit
Diffusion ofemotion
•
•
•
6 Degrees of Separation
3 degrees of influence
Happiness spreads
Teammates Teammates
:.Jenny
Spouse
:.Mike
:. :.Lewis Liz
Happiness

24. DaWhat your inbox knows.

25. DaBy reporting structure.

26. DaBy personal network.

27. DaBy employee.

28. DaNetwork Perspective.
Anything hooked up to any network can be mapped.

29. DaNetwork Perspective.
Influence vs. org chart: The Mitchell Report.

30. DaNetwork Perspective.
Team network disbursion.

31. DaNetwork Perspective.
Leaders vs. managers.

32. DaCentrality is everything.
Network Analysis, Internal Data (Yammer)
HowTo Identify Internal Influence:
• Number of connections.
• Frequency of shared
connections.
• Diversity of connections.
• Charting information flow.

33. DaFinding Your Key People
Control of information visualization.
In-degree:16
Betweenness: 1125
In-degree:5
Betweenness:586
In-degree:11
Betweenness:469

34. Da
A Case Study in Succession Planning.
Organizational Chart: 1 boss with 5 direct
reports.
Work Network: Interactions at work
(professional network analysis).
Social Network: Interactions outside of work
between coworkers (personal network
analysis).
Who does Jerry pick?

35. Da
A Case Study in Succession Planning.
Diversity and Data Visualization.
Organization
Expertise
Age,Tenure
Social Ties
Geography
Education

36. Da
Academic Institution by Race, Network Analysis
The Insularity Effect.

37. Da
“Peoplewholiveintheintersectionof social
worldsareat higherriskof havinggoodideas."
-RonBurt
Innovation never happens in a

38. DaInnovation never happens in a
Optimal
Outcomes.
How To Get There.
Create more connections. Facilitate introductions through intranet, in person meetings,
social networks, enterprise collaboration tools and
formal/informal work groups.
Increasethe flow of knowledge. Create knowledge management repository; facilitatecollaborative
workspacesand cross-functionalprojects or teams. Integrate
consumersocialnetworks, identifyand activateinternalSMEs.
Be the connector. The closer to centrality, the more effective the talent
organization. Find your center.
Decentralize and ditch the org
chart.
Shift knowledge tothefrontline andedgeof organization throughsocial, internal
collaboration, wikis, blogs andotheremployee generatedcontent.
Connect disconnected clusters, Becomea knowledge broker and bring diffuse groups together.
Build better relationships (and
trust).
Intentionally build groups, teams & projects to facliitate
employee interaction between workers with low connectivity.
Put the network to work. Educate employees on their place in the network, areas of opportunity
for stronger connections, and how they impact the greater organization.
Get real with diversity. Increase intellectual capital by building around diversity of thought
and networks, not by how people look.

39. Data Can Be Fun.
This is all we ever think of, too.

40. Q&A
YOU’VE GOT
QUESTIONS.
I’VE GOT ANSWERS.
MAYBE.

41. Want tools? Let’s connect.
@mattcharney
@recruitingblogs
linkedin.com/in/mattcharney
matt@recruitingblogs.com
www.recruitingdaily.com
www.mattcharney.com
Facebook.com/recruitingblogs