Data Visualization and Social Network Analysis for Recruiting.
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Big Data for Dummies: Network Analysis for HR & Recruiting. Matt Charney. Recruiting Daily
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Transcript of Data Visualization and Social Network Analysis for Recruiting.
Big Data for Dummies: Network Analysis for HR & Recruiting.
Matt Charney.Recruiting Daily
MATT CHARNEY Executive Editor
RecruitingDaily.com@mattcharney
@RecruitingBlogs
The Culture of Fear.Change, Failure, Favoritism, Stability, Salary, Self-Image and Self-Loathing.
Over 80 % of workers want out.4 out of 5 employees agree – our jobs suck.
Stock Art Isn’t Culture.This isn’t the kind of viziualization we’re talking about.
Making Work Suck Less.Hey, let’s not fool ourselves.
“The lack of money is the root of all evil.” – Mark Twain.
Bu
When Compensation = Job Satisfaction.
Everyone has a cool office, bro.
Why do employees stick around?
1. Purpose.
2. Autonomy.
3. Mastery.
Data Visualization Can’t Help.
DaThat’s enough HR for the day.
DaDashboarding without design.
DaThis is not data visualization.
DaThis is not data visualization.
Da
DaThe new org chart.
DaDiffusion of Emotion.
DaMy LinkedIn Network.
This is more like it
Diffusion of emotion
•
•
•
6 Degrees of Separation 3 degrees of influence Happiness spreads
Teammates Teammates : .Jenny
Spouse: .Mike
: . : .Lewis Liz
Happiness
DaWhat your inbox knows.
DaBy reporting structure.
DaBy personal network.
DaBy employee.
DaNetwork Perspective.
Anything hooked up to any network can be mapped.
DaNetwork Perspective.
Influence vs. org chart: The Mitchell Report.
DaNetwork Perspective.
Team network disbursion.
DaNetwork Perspective.
Leaders vs. managers.
DaCentrality is everything.
Network Analysis, Internal Data (Yammer)
How To Identify Internal Influence:• Number of connections.• Frequency of shared
connections.• Diversity of connections.• Charting information flow.
DaFinding Your Key People
Control of information visualization.
In-degree: 16Betweenness: 1125
In-degree: 5Betweenness: 586
In-degree: 11Betweenness: 469
Da
A Case Study in Succession Planning.
Organizational Chart: 1 boss with 5 direct reports.
Work Network: Interactions at work (professional network analysis).
Social Network: Interactions outside of work between coworkers (personal network analysis).
Who does Jerry pick?
Da
A Case Study in Succession Planning.
Diversity and Data Visualization.
OrganizationExpertiseAge, Tenure
Social TiesGeographyEducation
Da
Academic Institution by Race, Network Analysis
The Insularity Effect.
Da
“People who live in the intersection of social worlds are at higher risk of having good ideas."
- Ron Burt
Innovation never happens in a closed network.
DaInnovation never happens in a closed network.
Optimal Outcomes.
How To Get There.
Create more connections. Facilitate introductions through intranet, in person meetings, social networks, enterprise collaboration tools and
formal/informal work groups.
Increase the flow of knowledge. Create knowledge management repository; facilitate collaborative workspaces and cross-functional projects or teams. Integrate
consumer social networks, identify and activate internal SMEs.Be the connector. The closer to centrality, the more effective the talent
organization. Find your center.
Decentralize and ditch the org chart.
Shift knowledge to the front line and edge of organization through social, internal collaboration, wikis, blogs and other employee generated content.
Connect disconnected clusters, Become a knowledge broker and bring diffuse groups together.
Build better relationships (and trust).
Intentionally build groups, teams & projects to facliitate employee interaction between workers with low connectivity.
Put the network to work. Educate employees on their place in the network, areas of opportunity for stronger connections, and how they impact the greater organization.
Get real with diversity. Increase intellectual capital by building around diversity of thought and networks, not by how people look.
Data Can Be Fun.This is all we ever think of, too.
Q&AYOU’VE GOT QUESTIONS. I’VE GOT ANSWERS. MAYBE.
Want tools? Let’s connect.
@mattcharney @recruitingblogs
linkedin.com/in/mattcharney
www.recruitingdaily.com www.mattcharney.com
Facebook.com/recruitingblogs
