A Career Jungle Gym: A Psychologists Path to People Analytics
In this episode of the HR Leaders podcast, I'm joined by my guest Hallie Bregman, Head of People Analytics at PTC
Episode highlights
A look at Hallie's coding background
How working across functions helped her thrive in analytics
Hallie's experience starting a new role and ultimately being let go due to the pandemic
How the role at PTC came at the perfect time for Hallie
What it was like being on-boarded virtually?
A brief look at PTC and their services
The opportunity to build a people analytics function from scratch
Advice for companies starting their own analytics function
A brief look at Visier and why Hallie recommends it
The common mistakes companies make when building an analytics function
Tracking internal transfers with analytics
Thoughts on first hires for analytics function
How do you build a foundation while working on business objectives
How Hallie's passion for diversity and inclusion translated to the business
Are businesses doing a good job of harnessing untapped talent?
Parting advice for you
Thanks to our friends at Avature for supporting the show
When it comes to evaluating recruiting technology, vendors will often dazzle potential customers with a long and detailed list of features, side-stepping the uncomfortable discussion of how much value, if any, each said feature actually adds to the business.
Avature's latest e-book suggests HR leaders to focus on business drivers first, and then move on to analyze how the broad capabilities of the systems under consideration differ from each other. Only after this analysis is complete, does it make sense to compare the differentiating features each tech solution brings to the table.
Download Avature's e-book for a fresh approach to recruiting software evaluation, one where HR leaders don't get trapped in just features but can assess the business benefits of HR tech acquisition.
Want HR Leaders content delivered straight to your inbox?
Subscribe to our newsletter for the latest content on the future of work