Missed our chat with Bill Boorman? Watch the replay below.
Bill was able to answer four of the many questions submitted. In our next chat with Bill, he will tackle some of the remaining questions, many of which are around DEI and diversity hiring. Email us at info@horseflyanalytics.com to sign up!
Horsefly Analytics is excited to roll out our latest data set: Ethnicity Data! This new functionality allows you to map out the ethnicity for any combination of skills or job titles below across multiple locations:
Skills: The New Currency
Stormy Waters Ahead for Recruitment
For three straight years, we were told by our customers at Horsefly Analytics that we need ethnicity insights that will allow us to make meaningful changes.
What is the "Complexity to Fill" score and how is it calculated?
There is a lot of talk about the latest phase of recovery from the covid period. Have you noticed how everything is preceded by “Great.” Currently, the most popular term and discussion point goes under the label of “the great resignation”. It was where they were moved to post “the great rehire”, which followed “the great lock down.” Everything, it seems, has to be great, but is this great resignation really what it seems, or is it best described as “hyperbole.”
Horsefly Analytics is excited to roll out our latest data set: Ethnicity Data! This new functionality allows you to map out the ethnicity for any combination of skills or job titles below across multiple locations:
Missed our webinar? Below you can view individual presentations including a preview of what new data will be in Horsefly in the next few months.
David Jonathan Vinter, Global Talent Pipeline Manager, Ørsted:
Expectations from management about hiring a diverse workforce can be challenging and unrealistic. Hear how Ørsted manages expectations and shapes hiring decisions at the board level by utilising labour market insights, and has successfully used Horsefly to earn a seat at the table and save money. David will go over in detail how Horsefly has been key to his department's success and increased visibility and importance within their organisation. Watch his presentation:
If you read my last post on this blog, you will understand why this is labeled part 2. It’s not a sequel, or a prequel, this is the second part of a trilogy of blogs outlining how to tell data stories to get favourable outcomes. How do you use numbers to convince the chiefs to do what you want in a credible way, and if necessary get the money you need to do it. This could be something as simple as changing the salary, location or expectation listed on a job description, or something more challenging like restructuring the way you have traditionally hired. The data is the ammunition you bring to the fight, and you need to be able to present it in a credible way. This blog series deals with the “how to.”. If you missed the first one, you can read it HERE.