PRIMUS Blog

Issue 4: Over-focused on “usual suspects” Most businesses are only concerned about the challenges created by emerging competitors – a group of digital indigenous businesses (businesses that are formed and directed in a digital environment). But the focus excessively on this group is perilous because market incumbents are also digitizing and stirring competition, sometimes even more innovative if they invest properly. This leads to the customer-orientation of new leaders who often overlook the importance of seeing exactly who is the real opponent. Incumbents hold the market often average 20% of the market share, while digital indigenous firms only account for

What can you measure and improve using predictive analytics? The data that you can measure using predictive analytics in recruitment is broad as your company’s unique inputs and sources of information. Essentially, any variable associated with a candidate or process can be collected, analyzed and measured. To give you an idea of what these possibilities look like, here are some of the categories and questions that predictive analytics can provide insights into:   Candidate sources: which are your most effective sourcing platforms (job boards, social media, referrals, and so on). Candidate screening: how long the process takes, which candidate screening techniques

Human Resource analytics also is known as people analytics or talent analytics will become one of the emerging trends in workforce analytics for 2019 because it can revolve around analyzing people’s problems using data to answer critical questions about your organization. Issues of HR in the data-driven world and how HR Analytics can improve your hiring strategies Finding top talents can be an expensive and time-consuming task for any organization. Finding the right ones, who will perform well and have longevity, is even more difficult. While traditional recruitment methods are no longer enough to acquire top talent and Artificial intelligence

The question “what is HR analytics?” is asked by a lot of HR professionals who want to get started with people analytics. The Human Resource (HR) department may have the least popular reputation for bringing in the big bucks or playing a numbers game like sales. HR also struggles to quantify and measure its success, as marketing and finance do. But HR analytics changes all of this. A lot of the challenges we just described can be resolved by becoming more data-driven and analytical savvy. In this post, we will explain what HR analytics is and how it will shape