Data driven investigation of HR processes and/or suppliers
On Demand or Scheduled
Each analysis can be done with little prep or advance notice. Analyses can be scheduled ahead or regularly.
Each analysis documents its scientific methods, is formally published and is admissible.
Unbiased and Impartial
Our teams are uniquely suited for fair analyses and full disclosure
Recruit / Retain 1.0
What are the baseline measures, metrics, and reports that we need to have to measure performance in recruiting and retention?
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.
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. A full list can be found within our curriculum and our members platform.
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. Visual charts will be executed per Aspen standards but will be colored and labeled to the client’s brand specifications.
Recruit / Retain 2.0
Why do candidates, applicants, and employees come to our organization, experience it, say yes to joining it, stay and learn, and then possibly leave?
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.
Recruit / Retain 3.0
What do we prescribe to recruiting and HR team members in order to sustain high levels of performance and efficiency while staying unbiased and fair to applicants and employees?
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. The list of measures are available in our curriculum and also in our members platform.
This group of measures is the next group to be addressed after 2.0 is executed. As with 1.0 and 2.0, employers will receive files with all the appropriate data already blended and ready for updating and visualization in either Microsoft Power BI or Tableau.
Additional data beyond the applicant tracking, recruitment marketing, and surveys are a requirement for this level. Clients will also be sharing data from the HRIS, ERP, engagement, and financial ledger. 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.
Are we utilizing our recruitment spend and recruiters wisely?
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)
Is our partner doing as we instructed? Are the service levels competitive? Are we owed any refunds for missed service level agreements?
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.
Details (4:42 audio)
Tech / AI Audit
How effective is the [aggregator, database, chrome extension, AI, assessments, ATS, CRM, RM] we bought?
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)
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?
Candidates, employees, and suppliers all help create and influence the experiences and engagement within your recruiting and HR processes. Using structured data analysis of your systems of record, survey analysis and execution, and sentiment analysis from social media, we can determine how your teams feel about any number of HR processes.
Details (5:16 audio)
Bias, Diversity, Sales
Are we making fair and unbiased decisions in our hires?
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)
Does the learning and training we provide increase productivity and retain talent?
Similar to our Pando product, we can analyze how effective training programs are, who is taking them, and understanding more about the business outcomes that are directly related to that training. It is possible that training is leading to increased retention, reduction in accidents or incidents, or simply increasing productivity and time to compliance.
Details (2:50 audio)
Reward Gap / Parity
Do we pay and promote our people with parity and fairness?
Understanding how you pay and how fair it is for your employees is just the tip of the iceberg on parity. With this package, you not imply understand how wages have fairness, but does your business play fair in promoting personnel, increasing compensation, and does it afford upward and lateral opportunities to all diverse groups of employees.
Details (3:49 audio)
Who wants to leave, who wants to stay, and why?
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
Are we able to make new employees productive quickly?
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.