3. The Halo Effect & Recruitment
3
• The tendency for an impression created in one area to influence opinion in other area
• Discovered by Edward Thorndike in 1920
Oh, She’s pretty.
She must be
competent also.
4. Human Capital Analytics
4
The purpose of Human Capital Analytics is not to nullify human judgement in HR processes.
Instead, it is useful in giving guidelines in decision making.
Human Capital Analytics is the process of applying data and business intelligence techniques to
HR processes.
The Processes in HR
Defining needed knowledge to
execute business strategy
Evaluating workforce
performance
Hiring & retaining valuable
talent
Developing career path &
succession
Preserve organization memory
through knowledge sharing
Recruitment
TalentManagement
Rewards&
Recognition
Learning&
Development
HCA
5. Case Study | Talent Acquisition
5
What are the processes involved in this?
Hiring & retaining valuable talent
Defining needed knowledge to
execute business strategy
Preserve organization memory
through knowledge sharing
What are the requirement they need to
have to minimize the effort of adapting?
Where to find people with such
requirement?
Is there a person in HR whose judgement
in recruitment is reliable? How can we
document his/her judgement?
How to get the answer?
How to hire faster?
6. Case Study | Systematic Talent Recruitment
6
Recognizing the profile of our current top performer
- Best learners and problem solver
- People most willing to work hard
- Most rewarding to deal with
What are the requirement they need to have to minimize the effort of adapting?
Where to find people with such requirement?
Evaluating recruitment channel with highest ROI
Is there a person in HR whose judgement in recruitment is reliable? How can we
document his/her judgement?
Combined with top performer profile, we are able to create a
statistical model that is able to give hiring suggestion (hire/not hire)
7. Study Case | The Lens Model
7
Our Top Performer
Candidate A
• Education
Background
• Skill and
experience
• Psychometric test
result
Candidate B
• Education
Background
• Skill and
experience
• Psychometric test
result
Whose profile closer to the
top performer profile?
• Developed by Brunswik Lens (1955)
• Using Multiple Regression Model to evaluate multiple aspect of a candidate’s profile
What are the relevant
aspects with performance?
• Hard Skill?
• Soft Skill?
• Major & GPA?
• Personality?
8. Case Study | Systematic Talent Recruitment
8
Talent
Pooling
Talent
Shortlisting
Interview
By using analytical model, we can create an automatic
system to evaluate candidate’s CV and test result to
shorten the time needed to evaluate them.
Saving money by optimalizing recruitment via
channel with the best ROI
Only Short-listed Candidate gets interview. Save
interviewer’s time.
