7 HR Analytics firms to watch

After years of talking, the penny finally seems to have dropped with regards to data based decision making in HR. That was certainly the case with the #PeopleAnalytics15 conference I chaired recently in London (see 11 Key Takeaways from #PeopleAnalytics15), where the conversation has (finally) shifted from the ‘why’ to the ‘how’. It is also reflected in a recent publication by PwC Saratoga (see here), which highlights that 86% of firms surveyed are either creating or maturing their people analytics function as a strategic priority.

The challenge of building a people analytics function is well documented and as such many organisations have sought assistance from external consultancies, technology vendors or specialist firms offering Analytics as a Service to augment their own efforts. As was ably demonstrated and remarked upon at #PeopleAnalytics15, this has created a ‘bubble’ of innovative start-ups who (perhaps compared to some of the more established HR technology giants) are doing some of the most exciting and advanced work in the people analytics space. 

Consequently, I thought it might be helpful to highlight the seven firms (henceforth known as The Magnificent Seven – any excuse to get a Clash song into a HR blog...) I met at #PeopleAnalytics15 who can certainly help organisations move the needle on their people analytics efforts.

iNostix - Website | Twitter | Blog

iNostix is a team of market leading predictive HR analytics experts, who combine senior expertise in HR management with data science. They have helped a number of organisations – including ABN AMRO – by developing, amongst other services, algorithms to predict hiring success, performance and retention. Co-Founder and CEO Luk Smeyers ran an acclaimed session at #PeopleAnalytics15 on the use of machine learning to counter bias and improve HR decision making. Do check out iNostix’s blog (see link in title), which is consistently one of the best HR Analytics blogs around.

Numerical Insights - Website | Twitter | NI Magazine

Numerical Insights is led by Tracey Smith, an internationally recognised expert in analytics and a former business strategist for FedEx. With over 25 years as a practitioner in HR, Supply Chain and Engineering, Tracey drew on all her experience to advise delegates at #PeopleAnalytics15 on how to overcome challenges and reach business impact with analytics. She has written two excellent books on Strategic Workforce Planning and HR Analytics and through Numerical Insights provides a personalised and customised approach to addressing clients business challenges, helping them make better decisions using data-driven and process improvement techniques.

Organization View - Website | Twitter | LinkedIn Blog

Andrew Marritt, my co-chair at #PeopleAnalytics15 and one of the most knowledgeable people around on evidence based HR, founded Swiss-based OrganizationView in 2009. Their focus is on building and supporting analytics Centres of Excellence in HR, partnering with global clients to provide additional analytic capacity and capability. The multidisciplinary team comprises statisticians, computer scientists and HR / business consultants. OrganizationView is particularly strong in analytics automation, data visualisation and the analysis of unstructured data such as text. At #PeopleAnalytics15, Andrew presented on text analytics including a preview of the analytics capability of Workometry, their forthcoming employee voice product. Workometry helps firms to understand and act upon feedback coming from multiple sources such as pulse surveys and internal social media platforms in near-real time.

OrgVue - Website | Twitter |Blog

There is quite a buzz about OrgVue and it’s not surprising to see why. With business and HR transformation shifting from a one-time event to a continual evolution, OrgVue’s ability to help practitioners see, plan and manage their organisation is invaluable.  A leading solution for HR analytics, organisation design and strategic workforce planning, OrgVue enables the delivery of faster, better organisational change. Users are able to visualise and model data from across the business to get answers in minutes and analyse organisational scenarios from any angle to plan, implement and track their transformation. A Gartner Cool Vendor in Human Capital Management, OrgVue is revolutionising the way organisations improve performance and gain competitive advantage and I concur with Tim Sackett that every HR executive simply must demo this product.

Revelian - Website | Twitter | Blog | YouTube

I was also very impressed with Revelian, an Australian based firm at the forefront of providing unique psychometric tests, surveys, games and communications analytics. Revelian delivers insights to its clients to inform decisions that help them recruit the right people, develop their employees, as well as to enhance and align team culture and performance. I spent an enjoyable supper with Peter O’Hanlon (Chief Analytics Officer - see image) and Warwick Kirby (CEO) and in amongst banter about the forthcoming Ashes series (I reluctantly conceded the Aussies will win), they outlined the fascinating work they are doing on linking email usage with influence within the business. Watch out for these guys.

Talent Lab - Website | Twitter

Another firm to look out for is Talent Lab, whose software certainly adheres to the adage that HR data really can be beautiful. Talent Lab is an interactive business intelligence and analytics solution that helps organisations discover and share the stories behind their human capital data in real time. The software unifies people information from multiple sources and converts into stunning visualisation, whilst boldly claiming to make analytics easy for everyone. Founder Sam Jones combines charisma and ambition with a good understanding of the market so I have no doubt you’ll be hearing a lot about Talent Lab in the future.

3n Strategy - Website | Twitter

Last (alphabetically) but certainly not least comes 3n Strategy, who provide consulting services and training to organisations seeking to embed a culture of improved decision making through the use of HR analytics. One of the ways that 3n helps organisations build and grow their HR functions is by applying its Strategic Data Practice framework to evaluate their analytics function across the six components seen in the visual below (created by responding to 30 questions in 3n’s HR Analytics Maturity Self-Assessment tool).  By considering their functions in this way organisations can better understand what analytics value they can unlock with their current function, and how to unlock future value through more specific investment. Given the findings of PwC Saratoga’s study highlighted at the outset of this article, 3n is in a good position to help organisations who desire to mature their HR Analytics functions successfully and therefore grow rapidly themselves.

Summary

There are of course many other vendors worth checking out in what is a burgeoning space including the likes of Joberate, Aspen Advisors, activ8 Intelligence, Workforce Dimensions and Talent Analytics, with these and the ‘Magnificent Seven’ all offering a fairly distinct and nuanced proposition. As the demand of CXO for evidence based insight on talent intensifies and people analytics matures as a function, you’ll be hearing a lot more about the Magnificent Seven. Take it away Joe…

About the Author

David is a Director at Cielo (formerly known as Pinstripe & Ochre House), #1 RPO on the Baker's Dozen for global breadth and quality of service. David has helped a number of organisations design data driven talent acquisition programmes that drive effectiveness, growth and competitive advantage. He also speaks, writes and chairs conferences on HR Analytics and other key tenets driving the seismic change in the future of work.

Connect with David by email, LinkedIn or Twitter and take Cielo's Talent Activation Assessment here.

You may also want to read some of David's other articles:

• 11 Key Takeaways from #PeopleAnalytics15
• Robots vs Humans - where is the Future of Work headed?
• HR Analytics - The New Goldrush?
• The 20 best HR Analytics articles of 2014
• 10 Predictions for HR & Recruiting in 2015 - Part 1 and Part 2
• Cost Per Hire: "It's the wrong recruiting metric, Gromit..."
• Never mind the bureaucracy, here's Punk Rock org structures...
• The Who's Who of HR Analytics Influencers - Part 1, Part 2, Part 3and Part 4 
• Is HR ready for the Big Data & Analytics revolution?
• Part 1 and Part 2 of our fictional HR Director's journey into the world of HR Analytics

Keywords: HR, Human Resources, HR Analytics, People Analytics, Talent, Big Data, Recruiting, Talent Acquisition, Data Driven HR, Talent Analytics, Talent Management, Data Visualisation