Intelligent #TalentSHIP, Contextually

The role of Talent Analytics in internal mobility

Internal mobility is commonly understood as the process of identifying and moving talent within the organization at all levels to achieve company goals. Having a successful internal mobility program enables companies to not only shift resources where they are most needed but also reduces disengagement or early departure by identifying and promoting a company’s best talent.

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Recruiter's Life Made Easy with Contextual Talent Analytics

Even as technology has made the process of finding the ideal candidate easier in some respects, it has raised significant new hurdles as well. While the recruiter now has access to thousands of prospects from both internal and web-based sources, this sheer volume of information overwhelms outdated ATS and HR systems.
Sorting through the Haystack

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Contextual talent analytics can help recruiters make talent "build vs. buy" decisions

Among an organization’s most critical decisions made by its management team are those that involve the evaluation of personnel skill sets when restructuring the organization as well as day-to-day project management. The real challenge is how to anticipate the company’s personnel needs, often far in advance of new production or project implementation. Waiting until the last minute to make hiring

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Eliminating Human Bias in Recruitment through Talent Analytics

There is a great deal of confusion in the marketplace over the difference between over discrimination and natural biases. The simple reality is that even when there is a conscious effort to avoid inappropriate discrimination, we all struggle with our inborne biases. Significantly, there are actually a number of factors which can affect a recruiter’s decisions that fall into the category of bias.

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Artificial Intelligence: Riding the Wave of Transformation in HR

You may be one of the millions who love the speech recognition function on your smartphone, play sophisticated digital chess on your computer, or are looking forward to riding in a driverless vehicle. If so, you are already enjoying just a few of the myriad benefits due to advances in artificial intelligence.
The Role of Intelligent Machines

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Social Media: Efficiently Putting this Great Source of Talent to Work

The growth in the use of social media provides today’s recruiters with a wealth of new sources to identify and nurture exceptional talent, but, the challenge is finding the best ways to approach this highly unstructured world of information. These social media channels provide the recruiter with an aggregate pool of more than 500 million users to filter.

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Leveraging HR Analytics in Talent Development

As never before, each organization’s HR has the potential of accessing significant data and analytics to aid in human capital management. Properly leveraging the concept of Big Data provides guidance at every step of talent management from recruiting to development. Possessing this relevant and precise information empowers managers and enables strategic decision makers.

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Contextual Talent Analytics: The CHRO's Magic Wand

While C-level responsibilities have evolved rapidly for all executives, the many challenges of the Chief Human Resource Officer are unique. Ever-changing regulations, shifting corporate talent needs and priorities, increasingly competitive space for critical positions are all just a few of the plates the CHRO has to keep spinning.

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The Importance of a Contextually Qualified Talent Bank

Any executive who has managed growth in a successful company understands the critical issue of matching team members with specific job descriptions and task needs. In fact, there is a vast difference between simply hiring good candidates and instead finding, hiring and developing the right candidate with the right skills for specific jobs.

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The rise of new-generation technologies in Recruitment

In just a little over one decade, the recruiting industry has become dependent on the Internet and digital resumes. It is as inconceivable today for someone to not use email as it was to ignore the “new-fangled telephone” a century ago.
Burdened by Legacy Systems
In spite of these advances, far too many recruiters and HR departments are still

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Take the Guesswork Out of Your HR Decisions with Contextual Talent Analytics

Unfortunately, from a talent perspective, the future of many companies today is resting on antiquated recruiting methods. If the stakeholders of those companies were to understand the consequences of that reality, most would have trouble getting a good night’s sleep.
Recruiters: When the Funnel’s Result is Based on One Person’s Judgment

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Combining Machine Learning and Contextual Intelligence optimally

One of the most important aspects of today's incredible technology is how it is so often transparent to us while we are using it. One of the most important capabilities that make that possible is the rapidly growing implementation of Machine Learning.
Providing Results without Explicit Programming
For decades, computers were only as good as the specific program giving them the

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Gain Maximum Access to Candidate Data: From Internet, Internal & External Sources

If you are in-charge of hiring, you face the challenge of sorting through a great deal of data to find all you can about top applicants. In fact, you will find several excellent sources providing tips on how to find the best candidates.
A number of these sources will refer you to professional recruiting agencies or other outsourced resources. Others will make the point that social media is now an

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Redefining Talent management. It starts before before you hire, not after!

A lot of new buzzwords have entered the HR universe in the past decade. While we understand many of those, there is a larger number of those we do not know much about. That is because many of the traditional theories or concepts of Human resources have undergone a significant change in how they are defined. At the heart of that change is one of the most essential roles of HR – Talent Management.

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Guesswork or real-time data for decision making- Your choice

The emergency response world has been wrestling with the challenge of experience versus data for years. Numerous response managers who have come up through the ranks look at incidents, map them up quickly with experience, and throw resources at the incident based on those collective memories. However, when approached with data models, many are sceptical. Experience, obviously, has been

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Candidate Perspective: How to improve the Hiring Process?

The growth of the Internet has spurred a revolution in the hiring process. Posting resumes online and reviewing large number of digital applicants is now the norm for many job-seekers and companies. However, this first phase of the digital hiring revolution has also introduced a number of shortcomings.
While 73 percent of individuals in the age group of 18-34 years report that they

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The Great Placement Robbery – 35 Billion stolen

The aforesaid topic can be substantiated by a few data points and a different perspective. Globally, staffing and recruiting companies have generated a turnover of $500 Billion in the year 2015. Out of this, $35 Billion revenue pertains to activities related to searching and selecting candidates for permanent employment.
Numbers speak for themselves, whether they relate to performance, either good or

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Maximize Talent Utilization with Contextual Skills Deployment

One aspect could leave the top management teams shaking their heads. The constant tremendous gap between the potential of the human capital of many companies and the constant failure to develop and utilize that talent.
A Negative Return on Investment
Every large company today invests significant amounts of their annual budget into

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Contextual Data Analysis and Intelligence

A reference point.
The why and how?
A Context!
Misunderstandings result when ‘context’ is not understood. Instead, when we listen well, search to understand, converse two-way and make the effort to see the full

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Build Richer Candidate Profiles with Contextual CRM

With the introduction of online recruiting and keyword searches, the average corporate recruiter’s job became easier, but there was still plenty of room for improvement. Most Recruiting CRMs (Candidate Relationship Management) systems deal with hundreds of resumes and corresponding data, but the game has changed. According to Jamie Lawrence of HRZone, the explosion of social media

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Converting Data into Intelligence

Endless streams of Latin letters and numerals characterize the legendary motion picture Matrix. Operator Tank can process tonnes of it in seconds. Trinity takes only a few moments to learn how to ride a military M-109 helicopter when she is rescuing Morpheus along with Neo. Of course she is plugged in and Tank only has to pass on the codes to her brain. Neo is the only soul who can see the data in

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Simulation Modelling of Talent Allocation with Contextual Technology

Finding the right talent and the right people to fill positions in your business can be a worrisome and drawn out task. Without having rightly chosen employees you may end up choosing someone that you feel is right for the job but ends up falling flat; or not really being able to handle the arduous demands of the position that you have in mind. Deployment of skills is easier said than done. There is a solution however

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Advantages of Bi-directional Mapping in Talent Acquisition

Ever wondered if a search online could be performed in the opposite direction? Meaning, look for the search term based on the results? Any kind of search that we are familiar with is unidirectional. It happens when a search term (demand) is queried for and results (supply) are generated accordingly.
Contextual technology thinks like human mind, in both the directions

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Top 5 Reasons why Organizations are unable to use their Existing Databases

As technology permeates in our lives at unprecedented levels, the spreadsheets that once served their purposes in organizations will have to give way to huge data bases as well as the oft-dreaded database management systems. Companies may find that they have to deal with more data than they may know what to do with.
Talent Acquisition teams in Human Resources, receive thousands and thousands of

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Enhancing Candidate Experience with a Contextual Ecosystem

Back in the not-so-good old days, before the advent of LinkedIn or social media in general, a job hunter would find an advertisement in the Help Wanted section of a newspaper or work with an agency recruiter, then submit a resume or fill out an application (or both) – and then wait.
Finally, he or she would get tired waiting and send out a polite inquiry on status of

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Is Your Organization Utilizing Resume Databases Fully?

As the global economy continues to evolve, job seekers are flooding the markets with resumes. Among these will be tech-savvy Millennials, so it follows that recruiters who hope to tap into this talent pool will need to be equally adept at implementing tools that provide a more holistic concept of talent acquisition while maximizing the utilization of their already existing resume databases and

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Why Your Social Strategy Won’t Work Without Contextual Intelligence?

Businesses of all sizes are increasingly turning to social media as a way to identify, engage and recruit potential employees.
Research has identified the meaningful role that social media can play in building social capital. As organizations look to build sustained, deep relationships with possible future employees, there is a great advantage to having authentic, smart

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Why Organizations Should Explore Their Unstructured Data

IDC and EMC project that data will grow to 40 zettabytes by 2020, resulting in a 50-fold growth from the beginning of 2010*. … And approximately 90% of data generated is unstructured*.
Which brings us to the Question – what is Unstructured Data?
Unstructured Data refers to information that cannot be quantified in the traditional

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Redefine Social Strategy for Talent Sourcing Contextually

Another day at work! Michael Smith, a recruiter drafts a well-defined job description related a new vacant position and posts it in his company’s profile pages in popular professional and social sites such as LinkedIn, Twitter and Facebook. Michael anticipates to get responses from extremely talented passive/active job seekers for the open position which came up a day ago. He is waiting for

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Get Contextual Talent Analytics to Impact Business Outcomes

89% of Glassdoor users are either actively looking for jobs or would consider better opportunities.
- Glassdoor U.S. Site Survey, January 2016.
How do companies and candidates find out how relevant they are to each other in today’s competitive environment?

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Are Recruiters Just Middle Men?

“They all promise you the earth and tell you how they are unique ... but they work in the same way and deliver the same solution.”
- APSCo research
For candidates and hiring managers alike, recruiters and their teams are all too often seen as

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Top Recruiting Dependencies & How These Could be Minimized

• Job interview process worldwide has grown 3.3-3.7 days longer in recent years.
• Time-to-hire varies widely by country, from 22.1 days in Canada to 31.9 days in France.
• The choice of screening methods can have "a positive and statistically significant effect on job interview durations."

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Is Your ATS Truly Helping Hire Better?

Application Tracking Systems
An Applicant Tracking System is a software used for recruitment purposes. It is used for managing applications for job positions; and to screen resumes and determine which candidates match job descriptions of vacant positions.

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How Can You Teach Contextual Intelligence to a 12-year-old?

Children today have grown up with the Internet being an integral part of their lives. Babies use tablets to swipe through games and interactive programs. Toddlers can navigate apps on a smartphone.
By the time children hit middle school, technology is a natural part of their everyday

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Are You Getting Maximum Value from HR Data?

Data Literacy is increasingly becoming a critical imperative for decision-making. To succeed today, c-suite executives in particular need to become comfortable, conversant, critical and confident in the understanding of their organizational data and use the knowledge for making decisions.
The growing roles of Big Data, powerful analytic platforms and the need for

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Getting Social Recruitment Right with Contextual Intelligence

Marcy has joined an IT recruitment consultancy and this is her third job. Marcy has a high aptitude in social media and an academic background in Media & Communications. Marcy has been connecting with many relevant professionals in her social networks and keeps conversations alive by discussing industry news, career growth and events.

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Contextual Talent Analytics: From Dumb to Intelligent Decisions

Rules are meant to be broken! Not always isn’t it? However, rules can be bent. They can be tweaked and fine-tuned to suit circumstances. A rule which is suitable in a certain instance might be unsuitable for another.
Joe is your new Insights Manager with a designated team under him. Stella, who previously held this position had built this team and was accustomed to everyone’s

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Fast track Decision-making with Contextual Intelligence

“In the connected world, customers are no longer just a number or account; they are unique human beings with a distinct set of needs.”
- Robert Scoble, Age of Context: Mobile, Sensors, Data and the Future of Privacy.
Well, work or no work, life is contextual. What seems perfect for you might be imperfect for someone else. This is a basic fact of life and yet how to ingrain this

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Contextual Intelligence Nails Relevance and Experience of Talent Pool

"You can't judge a fish by its ability to climb a tree!”
Interestingly, this obvious assertion finds significant relevance in the HR industry when it comes to fulfilling the burgeoning demand of resources to satisfy the talent needs of various industries across verticals.
The plethora of candidate sourcing channels and hiring platforms make it obvious

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Leverage Predictive Analytics with Contextual Intelligence

Do you often find yourself surfing through horoscope sites and sun sign readings just to find out how well your day will go? Are you feeling lucky today? What is the color of your shirt? We all know that these predictions are hogwash. We very well know that no astrologer or psychic sits in the newspaper office and reads crystal balls. They don’t know you! They have no iota of data about you and yet how could

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Can Digital HR Deliver Operational Excellence?

After lagging behind other business areas for far too long, human resources is finally embracing the digital landscape in which we all live and work. This so-called ‘Digital HR’ sounds sexy enough. New technologies will make it easier to manage people who make an organization what it is. Databases will empower everything from candidate sourcing to annual evaluations to exit interviews.

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Why Should HR Data be Quantified?

Spreadsheets filled with columns and rows can track all types of data, from sales figures to grades to baseball card collections. Share of the power of spreadsheets and databases is that their data is structured. In turn, structured data can be quantified, a process by which the numbers are aggregated, crunched, added, averaged and reported.

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Digital HR or Quantified HR – Which One Matters?

Digital HR is thrown around repeatedly these days as ‘the next big thing’ in human resources. Bringing technology to antiquated systems and processes to a somewhat hitherto neglected world of HR, is touted to revolutionize HR.
Yet HR offices are also seeing increasing pressure to develop better measures. ‘Quantified HR’ is causing departments to completely relook at the ways in which

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Reduce Agency and Branding Costs While Recruiting Only Relevant Candidates

Consumers continuously form opinions on products; from bananas to batteries to cars to clothes, based on experience and impressions they gather from names and products of companies every day. These constructs are ‘brands’. Ultimately, it is brand recall that matters in the business world. It is just about how a particular product is perceived and what it means to customers.

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Revisit Your Talent Strategy to Recruit Like Marketers

Today, talent sourcing is increasingly about marketing. Job seekers have plenty of opportunities and professional options to explore. On the other hand, organizations cannot afford to lose potential employees. They need to retain their existing talent and develop goodwill, with job seekers as well. Simply said, this is akin to marketing. The principles are the same.

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Find and Interview Only Relevant Candidates

Recruiters spend countless hours figuring out what to write in job descriptions correctly; working closely with hiring managers to ensure that the required skills, background, qualifications, experience and training are appropriate.
Those same recruiters then spend days more reading resumes and cover letters, scouring online resume postings and social media platforms. The recruiters are

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Turbocharge your ATS with Contextual Power

Almost every Fortune 500 company use either a home grown ATS or one of the 70-80 systems available in the market.
An Applicant Tracking System (ATS) is typically used by recruitment professionals. It is usually a software program that delivers two specific purposes. One, to manage the inflow of applications being received from job seekers. Two, to remove or screen

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Richness Index Based Talent Sourcing and Acquisition

Keyword searches are commonplace in databases, search engines and social media. But often, users are frustrated because the words searched show up many irrelevant results. These results are often not what the users might be looking for. They are often not worthwhile or helpful, rather just pages and pages of irrelevant data.

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Warm up! Build relationships with your future employees

With so much competition today for top talent, it is important for companies to forge relationships with potential candidates, in fact long before these passive job seekers could become applicants for specific jobs.
It is only wiser and even strategic to engage with the future employees. One of the ways companies could undertake this is by using existing social channels to create

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Contextual decision support analytics empower CXOs

In today's hyperconnected world, decisions often need to be made faster than ever before, CXOs need a new kind of intelligence and decision support technologies. Companies need to nimbly deploy capital and human resources to respond to shifting consumer demand and emerging market opportunities.
There are growing needs for platforms that can synthesize large swaths of data

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The Power of Context

"The school is making great progress."
"She had quite a run on Broadway."
Is the first sentence referring to an academic environment ... or a group of fish? Is the second sentence about a long-playing musical or a woman's jog on a famed street.

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Sourcing Talent from the Internet

84% organizations are using social media to recruit and another 9% are planning to do so. 82% are using social media to recruit passive candidates and two-thirds are leveraging mobile recruiting by targeting smartphone users.
- SHRM (Society for Human Resource Management), 2016
Using social media to recruit employees is becoming a common tactic. More and

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The difference that insights from evidence based HR data can make to CXOs

CXOs need real data to rest their decisions upon. They need trustworthy and reliable evidences worthy of considering as critical inputs for strategies and board level decisions.
"Level 4 companies spend almost twice per employee on HR than level 1 companies ($4,434 vs. $2,112 per employee) and they are getting much better business

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Algorithms Bring Best Accuracy in Talent Search

For decades, HR has been the one function in companies that hasn’t relied on technology to make major decisions. While other functions such as purchasing, logistics, sales, manufacturing almost always rely on data analyses of various kinds, most HR decisions are still based on gut and assumptions. However, this does not work in the highly competitive digital age of today since HR is no more a paper

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Reduce time-to-hire with Contextual Analytics

As a Hiring Manager, are you looking to streamline your talent acquisition process? Is your HR department grinding to a screeching halt in the conundrum of a recruiting spree and unable to find and hire the right candidates?
For a company to thrive better, HR Managers need to build a rich pool of candidates with the right skill sets and experience. However, the process of searching,

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How to Increase Interview-to-select Ratio in Talent Acquisition

Are you tired of wasting time and money interviewing a litany of candidates only to have the top prospects just walk away? Do you find it difficult getting the ideal job seekers to sign on the dotted line? Has the task of acquiring meaningful talent and integrating them quickly into the culture of your company become more of a burden than a job?

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Contextual recruitment – Enabler of Diversity and Inclusion

In today’s digital age and connected world, organizations need their HR to foster diversity, inclusion and growth amongst workforce. Companies are going to be respected for hiring people on the basis of their skills and core talent, rather than race, gender, age or religion.
It is critical for companies to recognize the hard fact that HR professionals are

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Increasing Revenue Per Employee with Contextual Intelligence

In today’s digital world, CXOs face a host of new issues that their predecessors had no need to address. From technology integration to data security to disruption, there are a number of requirements that demand constant attention and call for innovative leadership.
Human capital and productivity remains a critical intersection. In the increasingly

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Recruitment Booster Contextual Energy Tonic for your ATS

- A candidate receiving several calls from different HR personnel for the same position
- Interviews scheduled without confirmation
- Candidates receiving irrelevant and outdated job alerts from company career portals
- Bad interviewee experience

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Making Sense of Unstructured HR Data with Spire

The majority of the data that HR is comprised of is unstructured i.e., the data comes in mostly textual form such as documents, emails, text files, powerpoints, pdfs; audio and video; and of course tweets and posts. The one way it typically does not come is in the form which could be quantified and stored in database systems, making it easier to process which is usually in the case of structured data.

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Expectations of CEOs from CHROs

The role of CHROs is increasingly becoming important as companies recognize that people are the most important resource. At the same time, the expectations of CEOs from their CHROs is also rising from the position of a mid-level staff limited to employee administration and transactions. In today’s hyper-competitive business environment, there is a new sense of urgency to fill job vacancies quickly and

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Cloning your best performers using technology

When you find a great employee who performs well on a consistent basis that can be priceless. Your employees are your greatest asset so you want to find as many of the great ones as possible. Unfortunately, it can be difficult to find amazing employees. Technology can help you in this category. It can be done using algorithm-based contextual intelligence technology.

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Deciphering Unstructured Data with Contextual Intelligence

Did you know that nearly 80% of the data in the world is unstructured data? Unstructured data presents challenges for those who are in charge of data management and require enterprise systems that can control the data and access it as needed.
So what is unstructured data?

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Future Ready HR, Contextually

The amount of data available to HR professionals today is incredible, but it is of no use unless applied intelligently. Can your hiring managers, recruiters and the ATS collate all the available resumes in the database (existing and incoming) at the same time and analyze them for the best hires? They are probably pulling out resumes with keyword searches based on some language from job descriptions.

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Man Machine Collaboration in Recruitment

One of the most important challenges faced by HR leaders is in recruitment. Whether hiring C-level executives, individual contributors or temporary staff, recruiters need to quickly locate and hire people who are expected to meet the needs of organizations. Time is of particular importance. While recruiters spend lot of time searching for the right candidates. With increasing competitive pressures

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Know Why CHROs are Adopting Contextual Intelligence

It is time for CHROs to change their perspectives
Typically, when a vacancy occurs in an organization, the job posting is advertised in the newspaper or job search portals where job seekers submit their virtual resumes. Keyword searches are used to sort through resumes to identify potential candidates who are then invited for in-person interviews. Sometimes this process yields a

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Technology enabled blind hiring for talent diversity

The face-to-face, one-on-one interview is one of the oldest methods of determining whether a candidate is suitably qualified for a particular job vacancy in the business world. However, some research has shown that for making a successful hiring decision, interviews don’t really fare much better than random selection in predicting whether an employee will truly add value to an enterprise.

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Quantifying HR data for saving L&D costs

Talent management is one of the most challenging aspects of particularly large organizations since it is characterized with a great deal of unpredictability.
Employees leave organizations at any time for a myriad of reasons which could develop skill gaps at workplaces affecting productivity directly. Filling up vacant positions with the ‘right fit’ talent is yet another challenge while on the other hand

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Talent Talent Everywhere, Still the challenge to recruit?

Talent is everywhere. Can you think of getting it in for your organization and build a rich qualified talent bank?
Didn’t get how? Read on...
A rich qualified talent bank can provide ‘right’ candidates whenever vacancies arise. Also, it gives two other most important benefits. One, richer profiles of candidates

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Autonomous HR: Smart Machines to Enable Recruiter Free Hiring

A quick search of the term autonomous brings up pages of content related to Google's self-driving cars. These vehicles have numerous sensitive sensors on them - many of them can compute thousands of bits of information in a second enabling the vehicle to handle curbs, sudden lane changes from other drivers and even changing lights. This data is instantly gathered and applied to the vehicle,

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Secrets of Workforce Insights: Contextual Analytics

HR leaders are challenged to play a key role in the success of organizations. While leadership and talent development are the top concerns of many CHROs*; organizational change, employee engagement and workforce planning also continue to be the other major priorities. These tasks at hand become more difficult when companies operate globally or are driven by fast changing technology.

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ILLUSIONS: Why high performers in one organization fail in another

A disturbing phenomenon has been prevailing in recent years. Companies are spending considerable time and money hiring outstanding talented employees, only to lose them a year or two later. HR and functional managers are left scratching their heads and wondering why this happens.
Do resumes and interviews uncover clues to whether a particular candidate will turn

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What Analytics cannot be for HR: Metrics

Analytics is getting due importance in the HR business for its various capabilities. HR can now make fit business cases and showcase its investments just like other functions in the organizations. However there is ample room to encounter misconceptions when a new technology is fed into the system chief among them the attempt to term metric studies as analytics. The previous article dealt with why

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Analytics and HR: Need for a 9X efficiency business

Came across an interesting article on Andrew Carnegie- the famous steel baron and philanthropist of America. A typical rags to riches story, this much feted gentleman is also known for his acumen in hiring the best workers for his enterprises.
Cut to the present scenario. Yes, the world has advanced quite a lot. The influx of technology into each nook and crevice of the individual life has had a profound

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Recruiting Either Side of the 75:25 Divide

Looking for a talent matching your needs at least in part is a daunting task. Timing is an important factor in attracting the contextually right talent to your organization. Tagging along with time is the approach to attracting talent.
This article seeks to shed light on the approaches to attracting and on boarding talent.

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Passive Candidates-Engage now for Informed Hire later

The spurt in business and the importance of skills to an organization’s growth has underscored the need for imbibing quality talent.
Therefore, in parallel to on-time hiring HR business now actively pursues the proactive recruiting as well. Talent Pipeline exercise centers mostly around Passive candidacy.

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Building a Hiring Pipeline? What you must know

The beginning of this century has turned the art and science of doing business upside down. Disruption is one word that can summarize this changed landscape. Water cooler conversations in HR bays most probably centers on the much laundered topic- How do we build an effective talent hiring pipeline?
Why does one need to identify and engage a potential employee? Wouldn’t the hire

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Factor the Factors to Enact Change in your Organization

"You can really change the world if you care enough"- Marian Wright Edelman
Change banishes monotony. Nature effects change. The corporate world is no exception because factors like advances in technology, relevancy in market, demographic changes, talent availability, politics, acts of God, government regulations etc. force change on the organization. It comes to a stage where you

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Engaging the RPO contextual (not best) to your Talent needs?

The previous edition of our article shed light on what Recruitment Process Outsourcing (RPO) is, its inception and the range of services it offers. This edition continues from the earlier edition to highlight the need for RPOs in greater detail. It winds up with a section advising you on what to look for in the RPO you want to engage.

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The Big Question in Planning Change: To change or not?

Introduction
“Change is the only permanent thing in this world”- remarked the 5th century philosopher Heraclites. It may have been lot easier in those days where change was brought about with sword and propaganda. This utterance wants to find reverberation in today’s corporate kingdoms: sword is replaced with executive

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Evolution of HR Technology

Emergence of HR systems
Using technology in HR’s functioning is a relatively new phenomena.Tech revolution of the 90s really had left HR and talent acquisition alone .The initial tech revolution focused purely on where the money was visibly available and things everyone wanted to measure was always things that have been measured. Like Henry Ford

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The Conundrum - Demand and Supply of Talent

Talent is regarded as the key resource for every organization which seeks to profit from the economic and social environment it works in. Industrialization has proven the efficiency of machines and that repetitive work can be streamlined into a more cohesive pattern, as a process, allowing mankind to progress ahead to inventions of higher value. Technology is a valid substitute for human talent, but not a

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Talent Analytics has Come of Age

Managing Employee Data
The big noise made around Big data does need to reverberate into HR business as well. Who else has such huge data on par with perhaps space research or CERN! Employees may enter and leave organizations but their imprint always remains in the form of data. Upto the turn of this century such data was banished to the digital

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Effective Communication in Leadership

The importance of effective communication towards being a successful leader cannot be overemphasized. The true bearing of a respected leader is in his or her ability to translate their vision in an articulate manner to their fellow beings, ensuring trust, belief in the vision and an inclusive approach to accomplishing the task. The right word and tone does possess the power and the potential to move people, instill

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Harness the winds of contextual change in the Business Environment

A ‘context’ is how an organizations relates to itself and the world around it. Choice is about making an informed decision, in a given context, once multiple alternatives are presented. One such organizational element which banks on both context and choice making is recruitment.
Companies consider candidates, based on the role assigned in a context.

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Cost of Possible Recruitment Errors

Statistics, a subject that studies the possibilities and probabilities of decision making. The decision making involves and includes possible errors – listed out as Type 1 and Type 2.
A Type 1 Error occurs when the organization recruits a person whose fitment has been called into question. This is an expensive situation, which may call for

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Workforce Analytics: Target Business Objectives or Know Weird Employee Habits?

Introduction: Analytics
Technology has brought paradigm shifts in functioning of workforce planning, training, retention etc., prompting integration and synergy. Working in silos is fraught with negative repercussions both for the individuals and the organization. This is avoided to a large degree with the use of Analytics. The data lying in the

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Diversity

Human interaction with the world around itself revolves entirely on the principal ability to come together and work, for common benefit and for personal benefit. The need to conform to certain environment is at the core of why humans have been able to find a common ground to conduct commerce and expand the economy.
Diversity requires a certain set of conformance, be it between work partners or

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Role of Analytics in Building Strategic Talent Supply Chain

Acquiring the right talent and deploying where required can be quite challenge to many organizations. There must be a strategy to build a pipeline of quality talent, hire and deploy where required. This strategy must be implemented rigorously with a built-in provision to receive and channel feedback from implementation. So, how can one strategize and implement a sound supply chain program with emphasis on

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Context based Talent Supply Chain Management & Analytics

Talent Supply Chain Management (SCM) is a combination of strategic workforce planning, variable and full-time talent sourcing, workforce analytics, and managing supplier networks.
Those at the helm of a talent SCM function need to take appropriate talent acquisition and deployment decisions based on the type of resource hired, their

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Employee Engagement with Big Data Analytics

There is a lot of talk about ‘Big Data’ analytics capabilities. Yet, more data is not necessarily the right data and data by itself does not provide the right insights.
HR’s maturity has been defined and influenced today by popular trends and proprietary knowledge points acquired with the organization’s experience. Existing recruitment styles, despite the technological influences and upheavals in the HR

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