People Analytics

Spend less time with numbers and IT. Improve hiring and engagement with evidence based decisions.


Step one

Define your mission

Step two

We decide Metrics

What are the main drivers behind our mission? Examples include the number of applicants per position, number of hires per source, people that passed the second interview. The simpler they are, the easier will be to use them later on.

Human resources is a people driven matter and this is the number one reason for employing custom metrics. This is the only approach towards quality results.

All these metrics will be stored in a data lake (that is nothing more than a database, which in many cases starts with a simple spreadsheet).

Next: Building the data lake

Step three

Data aquisition

We will have to come up with a system to gather relevant metrics (from previous and/or future events).

Common scenarios

  • Metrics are already provided by your HR software
  • Data is of sufficient quality, but it requires further processing
  • Data is available in an unstructured format

In most cases it will be a combination of the above.

Finally: Using results to address business needs

Step four

Address a business need

Talent analytics is particularly effective because upper management speaks the same language (Key Performance Indicators).

Sustained revenue growth

Predicting talent requirements ensures focus of attention on highest-value current talent sources and to identify potential new sources to support growth.

Profit Growth & Cost Reduction

Your business preserves its ability to retain top talent by diagnosing attrition and identifying cost effective approaches.

Strategic execution capability

Provide quantifiable, quality, data for HR to evolve as a strategic partner to the business.

Speed, flexibility & Adaptability

Continuous optimizations of HR processes through evidence based decision making including increased transparency and accountability.

Employee retention

Use relevant metrics to optimize and monitor factors that impact and drive employee lifetime value.

Data trumps gut feeling for decision making. Often, the root cause of the problem is actually the lack of metrics / tracking throughout the employment lifecycle.

About me

I play basketball as shooting guard

Years of experience in Applicant Tracking and Employee Management Systems for the US services industry - system design and customization to 50+ client use cases in a 100k people system. As a freelancer, I successfuly recruited hundreds of IT professionals for small projects.

My office is often in an arts gallery and this helps especially when I work as a consultant with teams in IT and management.

Dan Croitor