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VP, Talent Supply Chain Strategist, KellyOCG
John is responsible for integrating data analytics with supply chain principles to drive proactive management of talent acquisition strategies across directly hired and outsourced labor categories. He is a member of The Gartner Research Sourcing & Vendor Management Council and the Duke University Center for International Business Education and Research (CIBER). He has been a featured speaker on related topics for Staffing Industry Analysts, Human Capital Institute, and the Institute for Supply Management.
We’re living in the age of information. Many HR professionals are learning to harness this next wave. But some might still feel awash in data, without much true insight.
Do you want to become a much better partner to your organization? More effective data analytics is one way to offer real strategic value, and quickly.
It’s easy to become overwhelmed with all the workforce information available today. It’s even easier to misinterpret the data you have, or make decisions based on an incomplete picture. Making matters worse, the competition for
talent in many critical roles is growing. According to the latest projections, this trend will only continue to rise through the next decade.
You probably recognize which positions are most critical to achieving your corporate strategy. Are you struggling to fill those vacancies in certain functional areas or regions? Are your recruiting requests staying open for longer periods? Many of our clients are reaching out with similar concerns, and with questions about regional labor markets.
Where exactly is the talent you need? Targeted, comprehensive data is the key tomaking your related discussions with stakeholders more clear, and your resulting business decisions more impactful. How does your critical talent prefer to be engaged? Data analytics can provide the strategic insight that you’ll need to answer all these questions with confidence—and ultimately, to build better short- or longer-term plans.
For an excellent overview of how targeted labor market data is being used today to shape conversations about workforce planning—see a recent blog post from our partners at EMSI: HR Professionals and the Increasing Need for Data Analytics.
Let me know what you think!