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Created with Fabric.js 1.4.5 Loss of territories - productive land,industries and raw resources WAYS TO TRANSFORM RECRUITMENT 10 "The goal is to turn data into information, and information into insight." -Carly Fiorina, Former CEO of HP 1 When hiring management take into account their "data sense."What experience do they have in analyzing data and information to solve real-world problems? What is their experience level with data tools such as Excel? The greater their comfort with dataand general applied statistics, the more likely they are to value the contribution that data can make to decision making. 2 3 4 5 6 7 8 9 10 HIRE OPEN MINDED MANAGEMENT HIRE RECRUITERS WITH SKILLS NOT JUST RECRUITERS BUT CONSULTANTS LEARN THE CURRENT SYSTEM A WIDE NET BUILD VALUABLE CONTACTS COMMUNICATE EMBRACE SOCIAL MEDIA Only "real" analysts are adept in analyzing data and drawingconclusions from their analysis. It is critical to hire staff intoanalytical positions who possess both training /educationand have a passion for working with data. There is no substitute for technical skills. Identify and catalogue the data systems your organization has. Hidden in your systems may be gems that can provide significant insight into problems your organization faces and help you find innovative solutions. Identify gaps in available data. It is not uncommon for an organization's data to be missing key elements that arenecessary for answering important questions. Work to develop creative and unobtrusive ways to gather the necessary data. Especially in public sector organizations, there are multiple data systems that are designed to handle specific kinds of data. These systems rarely are designed to communicatewith each other. Many questions actually require bits ofinformation from multiple systems. By hiring technical staff with the skills to work with data, it may become possible to answer what, up until now, has been impossible. Practice framing questions in terms of "hypotheses" thatcan be tested and for which data-driven answers canbe generated. All too often decisions are made basedon intuition which evidence shows can lead to poor outcomes. Anticipate the questions that leadership would really love to answer but they have not yet thought of. When answers areprovided before they even realized they needed them, they grow to value the contributions that business intelligencecan deliver. Data and analysis are not enough to create a data-driven culture. Identify tools and learn the techniques that willhelp you communicate information in a highly attractiveand easy-to-understand fashion. Many in today's workforcefind infographics particularly effective. Make business analysis "approachable." Leaders wantto see information in a format that is quick to take in and easy to understand. While they are not often interested in seeing underlying statistical analyses, leaders want to have confidence to know that research underlying conclusions and recommendations is of thehighest quality. BUILD A TALENT PIPELINE Realize that building a culture of data will not happen overnight. It is a long term process of education whilebuilding the capacity to analyze and summarize datainto information that leaders can use. A WIDE NET
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