This group of measures is the next group to be addressed after 1.0 is executed. 2.0 is very focused on candidates, applicants, and employees.

The measures reveal demographics, attribution, experiences, costs, retention reasoning, tenure, mobility, promotions, and exiting. Again, these measures are listed in our curriculum available on AIHR.com and within our members platform.

As with 1.0, employers will receive files with all the appropriate data already blended and ready for updating and visualization in either Microsoft Power BI or Tableau.

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. The data here is faster and wider than 1.0, and employers should be prepared to update data at least weekly. Visual charts will be executed per Aspen standards but will be colored and labeled to the client’s brand specifications.

Using a proprietary set of algorithms called “Forensic Recruiting Analysis”, we can audit quickly whether or not your outsourcing organizations are performing the work they say they are. Rather than enabling the vendor to provide their own reporting on their effectiveness, we provide an unbiased view of their performance. It our position that regular audits make the partnership with RPO or HRO stronger, not necessarily placing the partnership at risk.

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.

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.