A staged install of analysis, tech, and learning
Employ Better with Analytics, Automation, and Assessment
A Practical Example: Automotive Retailer
Aspen analyzes your workforce of skilled trades, healthcare, and/or frontline personnel to understanding recruiting and retention processes, patterns, statistics, and behaviors baselining operational and descriptive analytics, as well as documenting seasonality.
First point of order is establishing true costs of hiring, termination reasons, and retention and tenure trends. Aspen uses the documented ISO regulated American standard for costs of hiring. This establishes our hiring costs and retention rates, and thus our goals.
With operational analytics being evaluated, we understand how often and how quickly candidates are moved through stages as well as their experience. Automation, assessment, and awareness techs are installed reducing costs and time invested for all.
As the job opens, an employee advocacy team is made aware of the pending hire and prepares for on boarding of the selected technical and soft skill curriculum. After hire, chosen courses and training is administered and monitoring by the advocate for each hire.
Aspen monitors and analyzes data, looking for improvements in experience, diversity, retention, speed, and costs enabled by the Pando program. Data is blended and then visualized into Aspen’s analytics app and the employer’s business intelligence platform.
With improvements marked and realized, the automation, assessment, and academic assets are transitioned for control and oversight to the employer directly. Aspen can continue monthly or quarterly using its Talent Congress, or can be handled by HR.