If Your Company Isn’t Good at Analytics, It’s Not Ready for AI

Management teams often assume they can leapfrog best practices for basic data analytics by going directly to adopting artificial intelligence and other advanced technologies. But companies that rush into sophisticated artificial intelligence before reaching a critical mass of automated processes and structured analytics can end up paralyzed. They can become saddled with expensive start-up partnerships,…

Workforce Analytics Move Beyond HR

Workforce analytics have traditionally focused on HR’s use of them when their value can actually have significant overall business impacts. Realizing this, more business leaders are demanding insights into workforce dynamics to unearth insights that weren’t apparent before. Businesses often claim that talent is their greatest asset, but they’re not always able to track what’s…

Ethics and Workforce Data: Is Legislation Enough?

The information explosion and the quantum growth in computing capability has provided organizations with unprecedented levels of workforce data. While the opportunity to collect, integrate, and analyze employee data in greater volumes can be enticing, it simultaneously raises several important questions. What level of employee monitoring is appropriate? What rights should employees have regarding their…

Google Can Predict Whether You’ll Get Hired After 4 Interviews. Here’s How

Thanks to Google, the days of excessive interviews are over. Finding the right candidate for the job can be a challenge. Sometimes, it can feel as though you are looking for a needle in a haystack — and inevitably, the decision needs to be made quickly. When the interviewing process drags on, work is left incomplete, other employees are stressed…