What does the future of talent acquisition look like? Sara Dalsfelt and I discussed on a LinkedIn Live this week. Check it out!
What does the future of talent acquisition look like? Sara Dalsfelt and I discussed on a LinkedIn Live this week. Check it out!
Breaking News from down under! An Australian woman lied on her resume and used a fake picture on her LinkedIn profile and those facts were used in a trial where she was sentenced to over a year in jail! Let’s face it Australia is kind of like the Florida of countries.
From the article:
Can you imagine if we put people in jail for lying on their resume or using doppelganger photos on their LinkedIn profile!?! Half of our employees would be in jail!
Well, don’t think it can’t happen in the US! This position was for the Australian government. Turns out, if you lie to the government when getting a job, you might end up in jail! Not only in Australia but pretty much every country! I can only imagine how many employees of the US government, state and local governments, who have access to secret level information who have ‘exaggerated’ on their resume! It has to be upwards of 20% or more.
Now, this person flat out lied and probably has some severe mental issues. Which begs the question, how the heck could this happen for such a high-level position?
Quite simply, Malcolm Gladwell wrote an entire book (Talking to Strangers) about this simple idea. We all, all of us, default to truth. We believe what people are telling us, and we are awful at spotting liars. The higher the level of position, the worse we get. “Oh, she has an outstanding resume and background and education and she looks just like Kate Upton! She must be telling us the truth!”
We. Are. Stupid.
Once we actually come to grips with this fact, we might get slightly better at talent selection and interviewing. We assume everyone is telling us the truth when we interview them. We rarely believe someone is lying. “Oh, they wouldn’t lie, they really want this position! And I know her cousin, and she goes to church, and…” We are all biased in this same way. We do not want to believe someone would lie to us.
I think it would actually do some good if we started putting people in jail or lying on their resume, or at the very least for using LinkedIn profile pics that look nothing like you do now! “Oh, Hi…you’re “Tim”!? I didn’t recognize you, I mean immediately!” (Internal voice – “with that extra 25 pounds and no hair, from your LI profile pic that is clearly ten years old!)
I want to be the HR leader at court for the case where we’re trying to put someone away for their stupid, fake LI profile pic! That’s the pinnacle of HR!
I have a confession to make. I use LinkedIn every day! Not just Monday through Friday, I’m on the app on Saturday and Sunday as well! So, don’t think this is a LinkedIn hater post! I’m a LinkedIn 1%’er! I’m a bit addicted to LinkedIn, to be honest, I might have to go see someone!
Being on LinkedIn every day like I am, you begin to notice a few things. Some are great, like content that I find my network sharing that I probably find on LI before I find anywhere else. I love to read about the celebrations of people doing great things at work. I love to read about the funny stories and the heartwarming stories of people in their workplaces. All great stuff!
The more time I spend on LI I begin to feel like the database is basically populated with about 6-7 main types of profiles. It’s like the world is broken down, not in male or female, or black or white, but in these mini-subsets of lives. Here’s what I see when I look at LinkedIn Profiles (these are not official LinkedIn database numbers!):
– Sales Pros: I want to say that it’s at least 40% of the LI database, but I know it’s less. But, the reality is, if you’re in sales of any kind, you probably are on LinkedIn at least multiple times a week, and you’re probably sending me an InMail trying to see if I want to blindly give you access to my investment portfolio, sell me leads to executives, sell me offshore recruiting solutions, etc. It’s endless! Even the LinkedIn Sales Pros get into the game and I probably get a message through LinkedIn Sales Navigator from LI themselves at least once per month.
– Recruiters: I think about 30% of the LI database are recruiters, but again, it’s probably less, but feels like more, because we (recruiters are my people) are so freaking active on LI! There are very few occupations you can’t find on LI. Of course, you’re probably less likely to find a great pool of truck drives on LI, but for sure any white-collar talent you can find. Recruiters and Sales Pros have to make up at least 90% of all InMails sent on LI, right?
– Keynote Speakers: It feels like 1 out of 5 profiles claim to be “Keynote Speakers” which would mean there are approximately 100 million Keynote Speakers on LinkedIn! So, I know that number isn’t correct, but come on, you all can’t be Keynote Speakers! Maybe we need a “Keynote Speaker” definition. To put “Keynote Speaker” on your LI Profile you must be on the main stage speaking either in the opening session, the lunch session, or the closing session, and you must be paid. That probably knocks about 80% of the “Keynotes” out with just those factors.
– Life Coaches: You know what happens when you get fired from your job, or can’t hold a job? You become a Life Coach and tell other people how to get a job or hold a job… Is it just me or does seem like 50% of LinkedIn profiles claim to be Life Coaches? “Life Coach” might be the single easiest job in the world to obtain. Life Coach criteria: 1. Are you alive? 2. Have you lived any amount of life? 3. Do you like to tell people to do things that you yourself probably wouldn’t do? If you can say “yes” to all three of those things, congratulations! You’re a life coach!
– Executives: Turns out the great thing about LinkedIn is you can call yourself anything you want! It seems like about 30% of LinkedIn Profiles list their occupation as “Executive”. You really bend the matrix when you list yourself as “Executive Life Coach!” So, you are the sole person at your company? Awesome, you’re now the Chief Strategy Officer at Timmy Sackett, Inc.! In fact, I’m a Fortune 1 Million Executive in one of the fastest-growing industries in the world! It’s kind of like the banking industry where everyone is a Vice President, no matter what you really do.
– Actual People Doing Real Work that are not in Sales or Recruiting, or playing make-believe as Keynote Speakers, Life Coaches or Executives: Like 3%? Okay, to be fair, I know it’s way higher than that because every week we hire real people off LinkedIn for all kinds of jobs in Supply Chain, Engineering, IT, Accounting/Finance/ and HR. But holy cow do they all seem like the minority. I’m guessing this is the case because these folks are not like me, they don’t live on LI every day. For the most part, folks with jobs are also not looking for attention, so they don’t stick out as much.
So, before someone goes postal in the comments about the value of their life coach or how my math on the profiles equals 347%, I understand that I built my LinkedIn network, so my view reflects a world I built around myself! I built my own nightmare! I put on my headline “Not a Life Coach” and stupid life coaches from around the world reached out to connect with me saying things like “I see we are in the same industry” in their invites.
My dream is that LinkedIn eventually gives me the ability to go in and easily curate my network. You know, do some searches and see that I’ve got “X” number of people in my network that I no longer want in my network and with one click, shrink it down. That would be so cool! Or maybe you’ve changed professions and while you used to want a network of HR pros, now you want a network of Business Intelligence pros.
As our networks get large, it becomes more difficult to curate, that would be super valuable to me. I would pay for that ability! As our careers grow and change over the years we’ve been on LinkedIn for a long time, we really need this ability. I hope as all of you are out at Talent Connect this week you enjoy the great content and networking. LinkedIn puts on one of the top Recruiting conferences in the world and I’m really upset I couldn’t make it this year!
LinkedIn recently released their 2019 Global Talent Trends and it’s loaded with great data for HR and TA Pros! Take a look at the Top 4:
91% believe that “Soft Skills” is the biggest trend in the future of work! Really!? Can we discuss this?!
What do does LinkedIn mean by “Soft Skills”? Here’s how it was defined in the report –
Oh! Now that makes sense because about 90% of people I know suck at least 3 out 5 of these! So, yes, we have a crisis in the global workforce when it comes to the Big 5 soft skills!
I’m not sure I’ll go all old guy on you and tell you that technology and our smartphones have ruined our ability to have soft skills, but it’s had an impact for sure. I hear from elementary school teachers who have been in the field for years talk about the trouble they have with kids who were born digital native.
(Me going all old guy) When I was a kid my Mom forced me to leave the house. Like locked the door don’t come back for HOURS. I was forced to be creative. Now, I have three sons and I wouldn’t want them out galavanting around the world, in today’s world. I love my kids, I wanted to see them return home. I’m not sure my parents really cared that much!
But there was a reason some of these skills were developed in some people and not others. I have a friend who didn’t allow his kids to watch TV for like their first six years. I thought he was a freak! Those kids are more creative and have a great ability to stay on task. Then they got computers and they’re just like every other kid!
The reality is, we (HR) are in charge of teaching adults soft skills if we want them to have soft skills, and with a number like 91% it seems like we all agree this is a big problem!
So, how do we do it?
Welcome to the new world of learning and performance management! It used to be we would work with employees to help them craft their development plans. But adults hate being told they suck at collaborating with others! It feels like you’re in kindergarten when someone tells us we can’t get along with others!
How would you feel if your boss came in today and said “Hey, Tim, yeah, um, you know, you really struggle with change, we really need you to get better at ‘Adapting’. Okay, you understand, right? So, yeah, thanks, go take a class or just fix it okay?”
Soft skill development is very personal. I think most people improve with great one-on-one coaching where the coach/mentor actually gets to see the person work and interact, so they can be confidentially called out when the bad behaviors raise their ugly head!
Great report, great data. Go download it and check it out!
LinkedIn released their 2018 Emerging Jobs Report today and as always it’s packed full of some great information that speaks to where we see the world of Recruiting today, but also what we need to keep our eye for the future!
So, what stood out in the latest report? First and foremost it’s what jobs are hot this year to last –
So, I think we’ve all been hearing all of this A.I. and Blockchain stuff. The reality is, we aren’t really talking about true A.I., it’s Machine Learning (ML) and we’ve seen giant increases in the needs for these skills.
Out of the top 15 emerging jobs (those jobs growing the fastest on LinkedIn) 6 of those were related to ML, Data, and Blockchain. That’s significant in terms of the products and technology that are being built by companies for the future.
While the report is designed to make us believe it’s all about Tech hiring, it’s not really all about tech hiring!
Were all super high on the list as well. What does that mean? Well, those really aren’t emerging or growing jobs, it’s more about who’s living, searching, and spending time on LinkedIn. That might not be the patronage that LI really wants long term for the health of the site, in terms of your normal mix.
The largest skills gap is still good old fashion oral communications!
Again, I’m not sure how much of this is truly a skills gap and how much of that coming up in the data is just a function of the types of roles people are trying to recruit for on LI. If the report shows that all of these A.I., Blockchain, and Data jobs are what’s truly hot, oral communication wouldn’t be the most critical thing in those roles.
But, oral communication is definitely a skill that is in short supply for most professions, and much needed by most professions outside of tech, like sales type roles.
Machine Learning is definitely a skill set that employers are begging for. I reached out to my buddy and Recruiting savant, Steve Levy, just the other day as we had a search for a client demanding 10 years of ML experience. I was like, I don’t even remember ML being used as a term ten years ago!
Steve confirmed, it most likely wasn’t. We did find some mention from 2009, but that was about it. So, the hysteria is real. Entry level position, five years of experience!
I was surprised not to see Autonomous vehicle knowledge on there as this is another skill set we see companies begging for and we are constantly helping our clients in these searches. It’s not just about cars. It’s about delivery vehicles, mass transit, freight hauling, garbage trucks, etc. If it moves people or things, it’s going autonomous eventually.
Check out the report. It’s great read at the end of the year as you’re preparing for recruiting plans for 2019!
Today on The Weekly Dose I take a look at LinkedIn’s new company page design and break down what you need to know and change to take advantage of the new design.
Besides your company career site, your LinkedIn Company page might be most organization’s TA Teams next biggest asset when it comes to attracting talent. Much more hires are made from your LI company page than your Facebook page, twitter or IG profile, etc. LinkedIn for years has had the same basic design of its company pages, and most organizations set it up, left it, and forgot about it.
You might have noticed LinkedIn’s new company page design has been rolling out and is now public for all.
What you notice right away, as compared to your old LI page, is the navigation on the lefthand side. Visitors to your page used to see your profile front and center, and the new page is much more visual and visitors will have to click “About” to read your company description.
Of course, like most of LinkedIn you have the free version of your company page, and then you can do a paid version which really turns your LI company page into a full-blown career site for your company, with direct link button to your career site, ability to list jobs, employment branding tools, Life at “your company” section, etc.
So, what are the major changes you need to know about?
1. Candidates can now easily set up a job alert on your jobs section of your LI company page that will notify them when a job is posted that matches their qualifications.
2. When potential candidates visit your company page on LI they will be shown recommended jobs, at your company, that fit their background, plus other employees at your company that are similar to them, in case they want to network with those individuals. LI data shows candidates are more likely to apply to jobs when they’ve networked with others at your company in similar roles.
3. The new “Life” page on the paid version of LinkedIn Company pages makes it super easy for you to find and share posts by your current employees. This gives you a simple way to show candidates who are visiting your LI company page an inside view to what it’s like to work at your organization. Also, for those TA teams who are struggling to understand what kind of content they should create, their new Life page will give them suggestions based on all searches and activity on LI.
The full blown new LinkedIn company pages are a big step forward from the old pages. Definitely, something to demo and check out based on how much you recruit on LinkedIn and how big of a source LinkedIn is for your organization.
The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find. If you want to be on The Weekly Dose – just send me a note – email@example.com
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I just had a discussion with Elaine Orler, the new incoming Chair for the Recruiting Trends and Talent Tech Conference, taking place in February in Las Vegas. I’m pretty excited about it because Elaine, the team at LRP who produces the conference, are really pushing the envelope when it comes to conference content.
Elaine isn’t the only one, but she’s really pushing it to the next level, Recruiting Trends is going to be amazing this year! I can’t wait to speak at that conference!
I’ve also had similar conversations with Steve Boese, who chairs The HR Technology Conference, who this past year did an HR tech startup Pitchfest in the middle of the expo hall that was amazing! SHRM’s, Letty Kluttz, is pushing a very traditional conference team out of their comfort zone, and you’ll see some new amazing content streams at SHRM Talent and SHRM National this next year, as well!
The LinkedIn Talent Connect team tested “Silent Disco” talks at this year’s event, and it was fascinating to watch and do one! As a speaker, the Silent Disco talk might have been one of the biggest challenges I’ve had in recent years! Shannon Pritchett over at SourceCon also has shorter keynotes and sessions, really trying to get to the meat of the content and less fluff.
So, why all of a sudden are conferences breaking up the traditional conference content flow?
For decades I think we all had a hard time imagining conferences in a new way. Most followed, and still follow, a basic format of: full group morning keynote, followed by hour-long sessions throughout the day, followed by afternoon day-closing keynote. Most of the design was directed by the continuing education community, which is why most conferences started.
You need one credit per session and those sessions need to be at least one hour of ‘training’ or education.
Then TEDx came around and people had 18 minutes to produce some of the most amazing content any of us had ever seen! DisruptHR-like events sprung up and we got to see great content happen in 5 minutes! Many people started wondering, why the heck are we sitting here for one hour listening to people drone on endlessly when they could tell us all of this in half the time!?
There was a recent small study done around this concept. A researcher went to a conference an sat in 50 sessions. Within four minutes he made the decision was this content boring or not. Based on that he also looked at the time the speaker went over or under their time, and his data showed him that boring speakers were more likely to go over their allotted time!
“For every 70 seconds that a speaker droned on (over their allotted time), the odds that their talk had been boring doubled.”
So, if you ever sat in a boring session and thought, “Oh my, this is so boring and it’s taking forever!” You’re right! The boring stuff does take longer!
As a speaker, all of these changes that conferences are making and testing are really exciting. Here’s what I’ve learned over the past 12 months with some of these new content configurations that are being tested:
– The shorter amount of time you have to speak, the more time it takes to prepare really great content! Seems counterintuitive, doesn’t it? Should be harder the longer you have, but it’s not. If you have a short amount of time, your talk has to be really tight and practiced. If you have a long time, as a speaker, you can wander around and come back to things.
– Shorter segments of live content that are good, are much deeper and less wide. The best short range content goes really deep on one item, not surface level on many items.
– The audience pays closer attention to shorter content. If you have an audience for an hour or more, they tend to come in and out. If you have them for 20 minutes, you are more likely to have them the full time, which means, they’re more likely to call you out if you try and slide some B.S. by them!
– Most non-speaker, speakers, really struggle with short content. Most speakers at a conference aren’t professional speakers, they’re practitioners. They need more time, not less, because they aren’t on stage enough to practice short, tight sets of content. So, they’re more likely to fail doing short sessions.
Get ready for some exciting conferences in 2019! Conference producers are really working to change things up and keep modern attendees engaged with the content at conferences, and I personally love the challenge and the changes! If you’re building our budget for 2019 make sure you try and hit one of the conferences listed above in 2019, you’ll definitely get some amazing takeaways!
Do you remember when getting stuck in LinkedIn Jail was all the rage!? I do! It was awful! There you were stuck on the outside looking in not being able to use a valuable tool you used every day to help you do your job.
I’m in Indeed Jail!
It’s somewhat like being in LinkedIn Jail, but different. When you got put into LinkedIn Jail, LinkedIn decided that that right thing to do was to let us know why we were in jail, and then, specifically, how do you get yourself out of LinkedIn Jail. Seems like a good business strategy.
How does Indeed get you all of those great candidates?
The Indeed model built a decade ago was freaking brilliant! Basically, the idea was scrap all the jobs from all the career sites so candidates will have one place to go to search for jobs. No one understood Google SEO at the time, so they scraped the jobs, then bought all the SEO and owned the space.
So, any candidate who was searching for a job on Google the first thing that would come up, always, was an Indeed link. They trained entire generations to search for jobs by going to Indeed. Brilliant!
Now, Google came along eventually and woke up to this and said, “Hey, wait, candidates are searching on Google for things like “Jobs near me” and we are sending them to Indeed for things that aren’t even what they are truly looking for. We can do this better!” Hello, Google for Jobs!
Google for Jobs decided “candidates are the most important thing”. Your Indeed sales rep will tell you this as well, although, they didn’t ever say this until Google for Jobs came along! So, Google changes the game, stops indexing Indeed (which is like a death sentence to companies that rely on Google search traffic), and says we can deliver a better job search for candidates.
So, Indeed is basically a dead man walking, but they have this window of time when we still have the entire world trained to go to Indeed and not Google. So, how do you take advantage of this phenomenon? INDEED JAIL!!! Cut off the non-suspecting companies of their free traffic and charge them money before they realize they don’t really need to do this because Google will give them the traffic they need.
So, what’s Indeed Jail?
Indeed Jail is when Indeed makes the decision to stop scrapping your career site and posting your jobs on Indeed. Almost every company at some point in the past decade has enjoyed a lot of free, organic traffic from having their job posting on Indeed. It was an AWESOME business strategy. It basically followed LinkedIn’s strategy, who followed basic drug dealing strategy.
Get people hooked on your product, then take it away and make them pay if they want it. I don’t say that to be mean! It freaking works really, really well! LinkedIn is a multi-Billion dollar company that got bought by Microsoft.
Indeed Jail is when Indeed stops giving you those free hits! Now, they just don’t take it away for no reason. My reason to be cut off, I was told, was because of a magical, mythical division within Indeed called “Search Quality”. My Indeed Rep didn’t shut me off, no! It was “Search Quality” who shut me off, and my Indeed Rep has absolutely nothing to do with Search Quality. In fact, they run almost as a separate company, locked away in an undisclosed, secret location!
My “Search Quality” issue was I’m a staffing company. An example of my issue is we work with a major employer to fill contract positions, not a position they would hire direct. The company gave us a job description for the contract position, which was basically the exact same JD they use to hire direct. Because the direct employer has priority at Indeed, and my posting was ‘too similar” my ‘search quality’ was bad.
Okay, I’m in Jail, Ouch, that hurts! Help me fix it!
Let me say, I’m paying and have paid money to Indeed for various products, so it’s not like I’m not a customer. So, when you ask someone you’re paying for help, you expect help. But Indeed has no interest in helping you fix your search quality issue because that would mean you would get the product for free again!
I would love to tell you this is a staffing industry only issue, but it’s not. Little by little, and I have specific examples, corporate Talent Acquisition is also getting hit with ‘search quality’ issues and losing their free traffic from Indeed.
How can that be!?
Believe me, the corporate TA leaders I’m talking to are wondering the same thing. In one example, an Ohio-based employer is hiring hundreds of sales-related positions per year. They don’t use any staffing or RPO vendors, all the work is done in-house for direct positions. They have a big growth initiative so they went from maybe 50 openings to 200 openings, and Indeed cut them off! Because of ‘search quality’, and again, their rep would/could not help them.
I have a feeling this isn’t going to end well for Indeed. Right now they’re flying high! Going to hire thousands of more employees, which makes complete sense, because if you shut everyone off of free traffic, you’ll have a lot of TA pros panicking and buying Indeed products. At least until they discover it continues to cost more for less and less traffic as Google no longer indexes Indeed.
I’ve sent emails to the highest reaches of Indeed, pleading for help, and the only response I got back was from my rep offering to sell me more products!
I explained that I want this to be positive! Show me how to fix me, and I’ll show others how to fix themselves! Along the way, it’s a win/win since the more we understand about the Indeed products and services and feel like a vendor is truly helping us, we (as an industry) will support them!
Crickets!!! Crickets, I say, Chris Hyams!!!
So, what should you do to NOT get yourself in Indeed Jail?
1. Never pay one dime to Indeed!!!
2. Make sure you understand what is ‘bad’ search quality for Indeed. Good luck with this!
3. Enjoy the free traffic while you have it because eventually everyone will be shut off. Drug dealing works because we get addicted. You’re currently addicted to free Indeed traffic. That isn’t a sustainable model for a business.
So, what do you do if you’re already in Indeed Jail?
1. Understand you’re not alone.
2. Understand that your true reality is you can live without Indeed traffic, and slowly but surely the traffic you get from Google will be greater. So, focus on ensuring your ATS and Jobs are as aligned as possible with the Google Job Schema – it’s super important!
3. Understand if you want more Indeed hits, you better get ready to pay for them from Indeed.
4. Understand Indeed has no vested interested in helping you fix your search quality issue, even if you’re a paid customer because it costs them money.
5. Look at Programmatic Job Advertising tools like: JobAdX, Talroo, Appcast, etc. Increase your posting strategy with sites like ZipRecruiter, CareerBuilder, Monster, LinkedIn, etc. Invest in your own database with some talent rediscovery tools, use CRM technology, build and nurture your pipelines of talent.
My Offer Still Stands!
Chris Hyams, the President of Indeed, get your team to help fix my stuff and I’ll be your biggest fan in advocating and teaching others how to do right by candidates and by Indeed to make the world a better place. That’s all I ever wanted, for you to just help me. Help a paying customer fix their stuff. But you refused.
Each year, over the past few years, I look forward to reviewing LinkedIn’s annual Recruiting Trends report. The 2018 version is no different! It’s sixty pages of insight and case studies and really digs into the hottest trends in recruiting we are all facing. It’s definitely something every TA pro and leader should read.
One reason I like this report is that the data comes from over 8,000 TA pros from an almost perfect cross-section of small, medium, large and enterprise-sized organizations. This is rare. Usually, these types of reports are all enterprise-focused, but LinkedIn works to get each segment to be a quarter of the respondents.
LinkedIn found four main trends across all sized organizations in Recruiting:
At first glance, this doesn’t seem very surprising. I don’t think any of us could have thought Diversity could have gotten bigger as a trend, but when you have a current political climate in America like we have, well, diversity has never been more important. Interviewing as a trend seems strange, and it makes me think there’s probably something LI is pushing from a product standpoint. The LI data shows interviewing is a trend because of how it’s evolving in selection.
Data and A.I. are also things that also seem to be solid trends that most TA pros are in the midst of trying to figure out. A.I. is an easy one, it was huge in 2017 and it’s not going away. Data was giant in 2015-16, and every HR tech vendor became a ‘data’ company, but the fact remains most TA leaders and pros still struggle to get their arms around this and the LI data shows this as well.
I read the entire report and took away two really cool ideas:
– Diversity and Inclusion are giving way to ‘belonging’. It doesn’t matter that you hired more women or more of whatever it is you needed to look like a United Colors of Benetton ad. If those you hired don’t feel like a part of the organization, you’ll never keep them anyway.
This level of diversity is really hard. It’s actually easy to check boxes and get to a point where you’ll look politically correct as it relates to the diversity of your employees. It’s super hard to get to a point where people feel like they truly belong. Like they’re home. The LI report gives some great case studies on how organizations are doing this.
– TA uses of data are fairly robust, and nowhere to be found where those uses concerned with Days to Fill! (see picture below)
#1 – Increase Retention
I’ll scream this from the mountain tops until the day I die! Employee Retention should be owned by Talent Acquisition. HR doesn’t care! If someone leaves, HR processes some paperwork. The real work of replacing that employee falls on TA. HR has no vested interested, in most organizations, to retain employees. TA always does.
The easiest hire TA will ever make is the one they don’t have to make because a good employee didn’t leave.
It’s rare that an organization would place the entire bonus goal on HR around employee retention. If they did, you would see a cultural change that is incredibly positive in terms of how HR works to keep employees. The organizations that have the foresight to do this have really strong cultures.
I love that LI was able to show TA pros and leaders from every size of organization view Retention as the top use of data. It shows that TA pros are understanding the importance of data analytics a very high level. It also shows a major trend that LI kind of skimmed over. In 2018, Retention of talent is critical for organizations. It’s not sexy to report on, but it’s a fact.
Go download the report and check it out!