How to make data-driven talent decisions

A talent strategy underpinned by data-driven decisions allows companies to recruit individuals who will stay longer, perform better and will be more engaged: key factors leading to higher customer satisfaction and stronger business performance. 

This white paper explains how to convert your employee-related 'big data' into 'smart talent data'.

Clients who trust cut-e with their talent analytics

Imperial Tobacco

"cut-e is effective, fast, smart, innovative and experienced; a valued partner with whom we can build a fresh, new and successful HR strategy."

Margherita Ciaschini, HR Manager at Imperial Tobacco

Optimising the recruiting pipeline

Jason Kemp talks about how cut-e assessments enabled Outcome Health to accurately and efficiently target the right people for the company. Results of a benchmark study show how efficiently cut-e tests support their recruitment process.

"We saw that more than 89% of the people we hired were accurately predicted by using the tool."

Assessment data + predictive analytics = Return on Investment

We are passionate about psychometrics. And very excited about the actionable insights that can be generated from asking the right questions relevant to your business and then analysing the data in a range of ways to generate insights into people, teams, departments, divisions and companies. The outcomes inform your talent strategy, making it more impactful as you recruit against what really matters, develop what is critical for the future and are able to retain the best. Success in these areas means real value creation.

Turn your big data into smart talent data

Every company has large datasets which can help them to understand their talent, predict likely behaviour and make better selection decisions. But relatively few organisations actually achieve these benefits. In a new article, Richard Justenhoven of cut-e gives three tips to help you convert your big data into smart talent data.

Regardless of what your organisation actually does, smart talent data can provide insights that will benefit your business. The secret is to recognise the potential that data provides and to ensure that you ask the right questions and draw correct conclusions.

Using predictive analytics to inform your talent strategy

We help clients hire for potential and develop for success. Predictive analytics is about looking into the future and future proofing today's talent measures.

The macro view of cut-e predictive talent analytics comprises: 

  • Looking at the now: role analysis of current incumbents to establish what predicts success amongst specific job roles. The outcome: a validated behavioural model linked directly to your key desirable outcomes - the creation of Success Profiles. 
  • Current talent: targeted development against the new model
  • Incoming talent: assessed against the new model 

Key outcomes can include a validated assessment model, a validated development model and an organisational analysis / heat map.

Best practice: How to conduct a validation study

Deploying assessment within an organisation requires investment. But are you using the right assessments? Can you correlate your assessment results against the 'success criteria measures' in the role? Is your data helping you to make the right decisions? And can you prove the return on investment from assessment? Conducting a validation study can help you to answer these questions.

Predictive talent analytics: 4 steps to get the most of your psychometric measurement data

Our predictive talent analytics advisory usually takes place in four steps. As you would expect, we work closely with each client to define and understand exactly what is required.

Below is an example of how a project typically takes shape:

  • Step 1: Define pilot groups and key business / performance metrics. cut-e has a breadth of experience in advising on how best to define the sample population for the analysis of role incumbents. This requires both assessment and performance data. The KPIs used could be projects completed, retention rate, revenue figures, internal customer ratings, profit, productivity, or whatever it is that is business critical for you.
  • Step 2: Internal roll out. cut-e often handles all the logistics of assessing or data gathering. We take care of communication and ensure the project plan is delivered. All assessments are mobile enabled and interviews can be conducted over the phone as we are conscious of costs of time and resource.
  • Step 3: Data analysis and design of model. We crunch the numbers. Our data analysts investigate correlations between, for example, the cut-e assessment results and actual performance data. We also look at how best to present the results and how the findings can be implemented.
  • Step 4: Reporting. Depending on requirements, we are able to design a report model be it for selection, development and / or an organisational analysis / heat map: The heat map provides an overview of your organisation or a particular grouping within your organisation to compare against specific competency scores/ratings or an average competency score. This can be used to present to senior management.

Predictive analytics projects help employers make better talent decisions

HR and recruitment teams are increasingly integrating their assessments with their HR information systems so they can measure, evaluate and demonstrate the link between their talent initiatives and the performance of the organisation, according to cut-e's global Assessment Barometer 2016.

The study highlights that 45% of assessment users are now undertaking data mining projects that enable them to ask sophisticated questions of their assessment data. For example, some organisations are linking their selection data with on-the-job performance data and their predictive data with their future business challenges. "The analytics from assessments are now more accessible and interpretable," said Dr Achim Preuss, Managing Director of cut-e. "HR teams are increasingly using these 'predictive talent analytics' to gain fresh insights about their talent and to enhance succession planning and staff retention."

Is your organisation making the most of its assessment data?

Put your assessment data to work – how to develop a Success Profile

Maybe you have gathered assessment data over the years, or just be starting out on the journey of assessment. Either way, knowing what makes for success will inform and strengthen your Talent Strategy. The Success Profile will guide your attraction and recruitment activities and flag areas for people development. It clarifies for your people what is needed in the business to succeed and provides a framework onto which talent activities can be placed. The key outcome of interrogating your talent analytics is developing the blueprint for success: the Success Profile.

Four key areas contribute to this Success Profile

Success Benchmarking: We work with you to understand what success looks like in your organisation. We help you identify those who are successful, how you judge this and what it is that makes them succeed. It may be certain abilities, or competencies or motivations. Our benchmarking experts draw on their statistical and psychometric experience to take you through what needs to be looked at, crunch the numbers and present the results in an easy-to-understand format.

Performance Analytics: Our assessment tools can predict certain behaviours and skills. We can map these onto the competencies that you need, and help you find objective ways to predict performance.

Organisational Review: Your current frameworks, strategies and processes will be reviewed. The elements that work, will go forward and we’ll work with you to shape the components that need tweaking.

Role Review: Analysing what the job entails and how the job will evolve is key. We can interview job incumbents and other job experts and translate what is needed into clear, defined and measurable behaviours.

Unlock HR metrics predict, present and get a seat at the table

In this article we look at how HR can add real business value through predictive talent analytics: with concrete and practical tips to get you started. The 2016 Assessment Barometer survey showed that less than half of companies have Big Data projects - and of those companies less than half of the HR people know the budget for such projects. If HR is aspiring to be a business partner and add value by analysing current data, identifying data gaps and developing actionable data presented in a way that business leaders understand - HR will get seat at the table!

Big Data in HR and talent analytics

Big Data in HR and talent analytics: Is it time you understood it all? Big Data has been a real topic of interest as of late. The Internet is filled with stories and discussions around the subject and the general consensus amongst those in the know is that it will truly change the way we work. But how? In this article we look at what Big Data is, how HR is using Big Data, and what next steps could and should be. 

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