Analyses

Sharper Questions Lead to Better Answers

Using ISO standards, public and private sector best practices, and our own intellectual property, we have developed analyses that answer workforce questions many employers have. Subscribers access templates, code, and instruction. Outsource and Staff customers receive performed work and finalized analysis.

Recruit Retain Diversify

Ask

What are the measures, metrics, and reports that we need to have to measure performance in recruiting and retention?

Specs

Aspen has developed a group of measures that every employer should be able to track regarding recruiting and retention – and has placed that methodology into a 3 level system. A full list can be found within our curriculum and our members platform.

1.0 includes such measures such as New Openings, Cancelled Openings, Time to Offer Accept, Time to Hire, Time to Start, Active Openings, Attribution / Source, Candidate Funnel/Conversions, Interview demographics, Hiring Manager Satisfaction, Hires, Referrals, Candidate Experience Ratings, Recruiter Engagement Ratings, Sponsored Advertisements, Candidate Abandonment, Assessments Completed, Applicant Demographics, Third Party Expenses, Job Abandonment, Attrition, and Internal Hire Percentage.

2.0 is very focused on candidates, applicants, and employees. The measures reveal demographics, attribution, experiences, costs, retention reasoning, tenure, mobility, promotions, and exiting.

3.0 is all about improving process speed, eliminating waste, increasing consistency, increasing parity among candidates and employees, and understanding the return on investment (ROI) of each candidate, applicant, and employee.

Details

Employers will receive files with all the appropriate data already blended and ready for updating and visualization in either Microsoft Microsoft Power BI, Tableau, Google Suite, or other such tools. The files will be connected to either cloud based sources provided by the client or localized copies that can be updated by the client directly. Visual charts will be executed per Aspen standards but will be colored and labeled to the client’s brand specifications.

Some organizations have systems already in place that enable customization, such as Visier. Typically we can execute the majority of the work inside these Visier or like tools as well.

SEC Disclosures

Ask

What are the measures that we should disclose alongside our annual report to the SEC? What data stories should we tell about our workforce?

Specs

Aspen has developed a method and process to design and report a group of measures that every employer should track in order to create human capital disclosures for the SEC and the investment community. These measures weave together to tell bespoke data stories on the workforce, and how the regulated business is advancing its workforce, and has differentiation or parity among its competitors.

We will employ all the human capital analytics as outlined in ISO 30414_2018 on Human Capital Reporting plus others that Aspen has gathered.

Aspen will combine the data from the various HR, HRM, ERP, and financial systems required to execute this work. We expect to partner with your HR/People Analytics teams, CHRO, and Investor Relations team.

Details

This analysis is reserved for Aspen’s full retainer customers, and requires access to all systems related to HR data.

A formal project for each year will be constructed that is part of a 3 year program on the annual disclosures to the SEC to align long term human capital disclosure strategy. Its assumed that partnership with management consulting, recruiting, staffing, or other organizations in our client’s employ may also occur.

Experience

Ask

Do candidates and employees feel our recruiting service is effective? Does poor experience cost us time, money, or leverage? What would happen to other results if we altered the experience?

Specs

Details (5:16 audio)

Tech / AI Audit

Ask

How effective is the [aggregator, database, chrome extension, AI, assessments, ATS, CRM, RM] we bought?

Specs

Our team is able to take in data from your ATS, CRM, and other HR tools and see if your teams are using the feature set within those programs and adopting them. Additionally, we extend to understand whether or not the tools are being effective for the business needs and future. Rather than enabling various technologies you purchase and their account teams showcasing their value, we provide an unbiased analysis, and see what other innovations or tools could be used with or even as a substitute to the native systems.

Details (4:22 audio)

Assessment Bias

Ask

Are we making fair and unbiased decisions in our hires?

Specs

It is not easy to understand bias or sentiment of an audience – especially candidates and new hires. However, looking for patterns of data that may indicate bias against certain demographics can be patterned and investigated – and that starts with data and workflow analysis. Our analysts will understand patterns that might indicate bias against several profiles of candidates, and seek out if those biases are individualized, the exception, or actually reinforced or predictable.

Details (2:46 audio)

Recruiting ROI

Ask

Are we utilizing our recruitment spend and recruiters wisely?

Specs

Aspen has a comprehensive cost and expense tracking model, based on the ANSI cost per hire standard. Tracking internal costs, external costs, staffing, and then the return is old hat to Aspen and its team. The founder was one of the primary authors of the standard, and Aspen has been using it to drive 20 to 30% savings in businesses since its inception.

Measures include ROI, costs of recruiting, investment for each candidate stage and candidate progression, and linking directly back to operation goals, provided those goals and investments are granted to Aspen.

Details (4:38 audio)

Reward Gap / Parity

Ask

Do we pay and promote our people with parity and fairness?

Specs

Details (3:49 audio)

Retention Risk

Ask

Who wants to leave, who wants to stay, and why?

Specs

There are triggers and clues on when and if your team members are leaving – but more importantly, there are triggers that indicate that you should move them. Using a set of algorithms and attributes, this analysis identifies patterns in under development, lack of movement, disengagement, and also patterns associated with key anniversaries of your employees. We combine your contingent labor and full time hiring requests to gain understanding of who should be propositioned, and if they have self-identified with the same.

Details (3:27 audio)

New Hire Productivity

Ask

Are we able to make new employees productive quickly?

Specs

Understand how candidates are brought onboard, become employees and how training, integration and management interacts with the new employee – and how they feel about it. The package ALSO includes how hiring managers feel about onboarding and their level of satisfaction with the hire.

Part of a comprehensive analysis package that includes in moment / real time collection of candidate and hiring manager data from mobile first surveys, as well as analysis from ATS and CRM sources to balance and compare. Segmentation by business unit, function, region, and more are prepared in this package. This analysis set collects data daily, and reveals weekly, monthly, quarterly and year to date results.

Details (4:50 audio)

On Demand of Scheduled
Each analysis can be done with little prep or advance notice for clients that already engage our Services. It is typical that analyses are scheduled ahead, prepared, and then briefed to leadership.
Secure and Impartial
Analyses are delivered on the equipment furnished by the client, and are reviewed by several of our experts to have a rounded and impartial set of views.
Legal and Compliant Ready
Each analysis documents its scientific methods, is formally published, and is admissible. Analyses are delivered to comply with a client’s third party regulators.

Analyses

Sharper Questions Lead to Better Answers

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