1. 22/10/2014
FRIDAY SESSION #69
Smart Hiring: Big Data and Graph-based web
analysis for HR departments.
By Laurent Kinet
@Cleverwood
#FridaySession

2. BIG
DATA
for
HR
“It’s all about amplification.”

5. THE LIBRARY OF
ALEXANDRIA
IS THE FIRST
BIG DATA
INFRASTRUCTURE
IN THE WORLD
HISTORY.

6. Data is not new. Big is not new.
Galileo Galilei, On Saturn.
The first and most
beautiful data
visualization on
earth.

7. Data is not new. Big is not new.
“The best statistical graphic ever drawn”, Edward Tufte.
The first and most
beautiful data
visualization on
earth.

8. The new in Big Data is…

9. A couple of figures.
12
10
8
6
4
2
0
2013 2014 2015 2016 2017 2018 2019 20
Data Growth
IT Spending
Source: McKinsey

10. Workforce Science.
“Work Force Science is absolutely the way
forward. Most companies have been
flying completely blind.”
Peter Cappelli
Director of the Center for Human Resources at the Wharton School of the University
of Pennsylvania

11. Workforce Science.
Corporate e-mail
Graph

12. Data-driven Office.

13. The Graph. A New Paradigm.

14. Three disregarded new rules.
When you hire an individual, you
potentially hire his whole social
network along with him.
When you fire an individual, you
potentially fire his whole social
network along with him.
When an individual works for you,
his whole social network can work
for you, too. For the best, or the
worst.

15. Prediction
HOW DO WE DO THAT
CM Tools are
here
OUTSID
E
VIEW
INSIDE
VIEW
Analytics
Historical Social
Data Analysis
PAST FUTUR
E
Corporate
Cockpits
Standard B.I.
Machine-learning
Algorithms
Social Web Data
Open Data
Machine-learning
Algorithms
Corporate Data

16. My LinkedIn Graph.

20. DATA SOURCES
WEB DATA SOCIAL DATA OPEN DATA ACQUIRED DATA YOUR DATA
BIG DATA ANALYSIS METHODS
MICRO
SEGMENTATION
CUSTOMER
INTELLIGENCE
PREDICTIVE
MODELING
PRESCRIPTIVE
ANALYSIS
BEHAVIORAL
OUTLOOK
WHAT-IF
SCENARIOS
SENTIMENT
ANALYSIS / NLP
DATA-DRIVEN OPERATIONS
DATA-DRIVEN
CAMPAIGNS
ACTIVATION PROJECT
MANAGEMENT
INFORMATION
SYSTEMS LOOPBACK
SPECIFIC
ACTIONS
STRATEGIC
CONSULTING

21. Personal Characterization
OUTPUT Lifestyle & Interests
job area
sports
music
food
arts
personality
others (travel, nature, etc)
Socio-Demographics
financials
work/revenues
employability
socio-environment
real estate
mobility/cars
enterprises
Prescriptive
Analysis
Data-Modeling
LEAD TO ACTION
(data-driven operations)

22. From hierarchy to socialligence.

23. From hierarchy to socialligence.

24. From hierarchy to socialligence.
YOUR
COMPANY

25. THE EMPLOYEE LIFECYCLE
1
HIRE
the right
talents
2
ONBOARD
fast up to
speed
3
WORK
better
4
EVALAUTE
performance
5
MARKETING
ambassadors
6
RETAIN
best people
7
END
relationship
Each step is enlightened by
social & open data insights

26. THE EMPLOYEE LIFECYCLE
1
HIRE
the right
talents
IDENTIFY CAREER MOVES
Automatic identification of
potential hires in employees’
connections, based on
multiple parameters.
SLG Data Product: CareerMoveSpotting ™ (CMS)
CONTACT POTENTIAL
CANDIDATES
Use your employees as
contact relays to attract
connected candidates. Gather
testimonials and pre-opinions.
SLG Data Product: StaffBridgesToCandidates ™
(SBC)
PRE-EVALUATE
CANDIDATES
Social data are 100 times
much revealing than a
standard resume. Use social
profile to add evaluation
layers.
SLG Data Product: SocialResumeGenerator ™
(SRG)

27. THE EMPLOYEE LIFECYCLE
2
ONBOARD
fast up-to-speed
WELCOME IN FRIENDS
Facilitate onboarding by
identifying the new hire’s
connection within the staff.
Create easy and fast
mentoring and sponsoring.
SLG Data Product: WelcomeInFriends ™ (WIF)
CREATE AN IMMEDIATE
INTERNAL EXPERT
NETWORK
Identify the right future expert
colleagues for the new hire
according to his job
description.
SLG Data Product: ImmediateNetworkMapping ™
(INM)
START WITH A COMFORT
ZONE
Assign first tasks that you
know being in the new hire’s
comfort zone to speed up a
good settle.
SLG Data Product: ComfortZoneMapping ™ (CZM)

28. THE EMPLOYEE LIFECYCLE
3
WORK
better
IDENTIFY TRENDS IN THE
CLOSE MARKET & STAFF
By monitoring what your staff
and connections are
publishing, get insights on
your sector from inside.
SLG Data Product: PublishingTrendsJournals ™
(PTJ)
CONNECT EXPERTISE
OFFER AND DEMAND
Easily and immediately
connect people who search
and people who own. Inside
and outside.
SLG Data Product: ExpertiseOfferAndDemand ™
(EOD)
SURFACE HIDDEN
COMMUNITIES
Identify groups of common
interests in your personnel
(work areas and hobbies).
SLG Data Product: SurfaceHiddenCommunities ™
(SHC)
MAKE EXTERNAL
INTELLIGENCE AVAILABLE
Monitor your staff and its
connections’ publications
based on keywords.
SLG Data Product: KeywordsBasedMonitoring ™
(KBM)
CREATE STRATEGIC TASK
FORCES
Identify the early adopters
within your staff and put them
at work.
SLG Data Product: KeywordsBasedMonitoring ™
(KBM)

29. THE EMPLOYEE LIFECYCLE
4
EVALUATE
performance
INTEGRATE KLOUT AND
INTERNAL KPI
Enrich your Performance
Indicators with Klout scores
and other social records. Use
the Socialligence Ranking.
SLG Data Product: SocialPerformanceRank™
(SPR)
TRACK EXTERNAL
RELATIONSHIPS
Gather the external
relationships your employees
have with clients, partners,
colleagues, competitors.
SLG Data Product: ExternalRelationshipsTracking ™
(ERT)
OPTIMISE EVALUATION
INTERVIEWS
Generate rich social yearly
journals to get an overview of
an employee’s social
engagement.
SLG Data Product: SocialYearlyJournals ™ (SYJ)

30. THE EMPLOYEE LIFECYCLE
5
MARKETING
ambassadors
USE YOUR EMPLOYEES AS
COMMUNICATION RELAYS
Engage your employees to
relay your marketing
campaigns and craft your
company’s reputation.
SLG Data Product: EmployeeAsAmbassador ™
(EAA)
IDENTIFY INTERNAL AND
EXTERNAL INFLUENCERS
Optimize your campaigns by
identifying real influencers
among your staff and its
connections.
SLG Data Product: InfluencersSpottingTool ™ (IST)
MONITOR YOUR
COMMUNICATION
SPREADING
Monitor the spreading of your
messages from employees to
their direct connections.
SLG Data Product: CommunicationReachMonitoring
™ (CRM)

31. THE EMPLOYEE LIFECYCLE
6
RETAIN
best people
IDENTIFY POTENTIAL
LEAVERS
Identify the employees
planning to leave your
company, thanks to a
combination of selected
parameters.
SLG Data Product: EmployeeChurnSpotting ™
(ECS)
REWARD ENGAGED
EMPLOYEES
Rank employees according to
their propensity to engage
internally and externally.
SLG Data Product: SocialPerformanceRank ™
(SPR)
IDENTIFY STARS AND
NUGGETS
Know which people you should
cherish to reduce risk of
leaving.
SLG Data Product: StarEmployeesSpotting ™ (SES)

32. THE EMPLOYEE LIFECYCLE
7
END
relationship
MONITOR FIRING IMPACT
Evaluate the potential
negative impact of lay-offs
throughout the staff and the
employee’s connections.
SLG Data Product: FiringImpactMonitoring ™ (FIM)
ENCOURAGE AND
MONITOR ALUMNI
NETWORKS
Get insights on your former
employees’ new life and
encourage them to keep
engaged.
SLG Data Product: AlumniSpottingMachine ™
(ASM)
IDENTIFY BAD
INFLUENCERS
Identify employees that spread
negative information about your
company, products or services.
SLG Data ProductBadInfluencersSpotting ™ (BIS)

33. Thank you!

34. Contact Swan Insights.
>
Corporate
Headquarters.
Swan Insights s.a.
Gulledelle, 94
B-1200 Brussels
Belgium
Ph. +32 2 880 51 61
contact@swaninsights.com
swaninsights.com
>
Laurent Kinet.
CEO
laurent@swaninsights.com
Jean-Philippe Schepens.
CCO
j-p@swaninsights.com
>
Swan on LinkedIn.
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