11/4/24 - People Analytics Roles Review
Richard Rosenow
Keeping the People in People Analytics | VP, Strategy at One Model | Speaker, Podcast Guest, Advisor
425+ open roles here ? 11/4 Update to the One Model Roles Page
Topics in this edition:
It's getting weird out there
I want to start this one out acknowledging that it is hard out there right now to recruit and to be recruited. The roles are there (425 as of today!), the candidates are there (I've spoken to a lot of you!), but the market has gotten much more difficult lately to understand and connect talent to opportunities.
Right off the bat, we're up to 5,876 different job titles in the One Model roles database (2 years of job postings). That's unreal. Good luck searching by keyword or title. Even after studying this space, I've identified 30 great terms that gets narrow on people analytics, but missed many (high on type 2 error). And if you want to see all the jobs, there are 30 more broad ones that dramatically increase the pool, but increase roles you'll never want to see (high on type 1 error).
Even setting aside issues on the ATS / Bias / Algorithmic assessment side of things, here are three more relatively new examples of strangeness going on in the market right now. For fun on each, I've included a reddit thread and a company profiting off this problem. The stories out there are wild.
Oversaturation of candidate pipelines
It's become incredibly easy to apply to jobs at scale with mass-application tools. This doesn't just hurt recruiters who have to sort (or rely on AI to fight AI), but hurts great candidates who get washed out in the wave of poor candidates.
Proliferation of Generated Content
This is both on the applicant and company side. Generated job descriptions are getting so easy that the content is less rigorously defended or created and in turn generated cover letters and resumes are exploding
Scams are proliferating
Candidates now how to watch out for scam jobs and likewise recruiters have to watch out for scam candidates! It's a great example about how technology, generative AI, and AI cloning tools have converged to create a terrible outcome.
The 20 hour People Analytics role
But we're not helping anyone out with some of the stories I'm hearing about hiring for people analytics roles. This story was shared with me by a candidate for a role.
The candidate is a great people analytics leader who was notified by a friend that a role opened up at their popular tech company (we'll call it "Tech Firm" to keep this civil). Tech Firm had posted a people analytics manager role that was a great fit and their friend encouraged them to apply.
The role went up that morning, the candidate prepared their resume and cover letter, and by the time they went back to apply, the role had been taken down.
After some investigation by the candidate and their friend at the firm, it became clear that Term Firm had a rule in place to auto-close roles after 250 applications were received and as per that rule, this role had closed in roughly 20 hours.
That is QUICK
That rule may have made sense a decade back, but in light of the weirdness in the market above, we're seeing what amounts to a DDOS attack on any open role. If you are automatically shutting off jobs after a number of candidates come in, you are not finding the right talent.
I don't know the right answer here, but I know that candidates are not glued to their computers waiting for postings to go up. Even with that, this particular story includes someone who was trying to move as fast as possible, who saw the role, but got excluded.
So with that in mind please - leave your jobs open for a week. At least increase the autoclose count. You're missing out on great talent and feeding the trolls by allowing your candidate pipeline to be filled with generated applications.
And for some benchmarking, here's what I see on the One Model roles page (I had ChatGPT update this analysis for me, but I double checked it!). Between the time a role appears on the One Model roles page and the next update of the roles page (3-4 weeks), 50-60% of those roles are taken down. That means half of the roles that are opened are down again in 3-6 weeks.
Nuance there is the roles page data is timestamped to "The update where Richard found the role" and "The update where Richard saw the role had closed". I don't have the time it was posted and time it closed (indeed or LinkedIn would, but we're a secondary source). Unfortunately some roles open seconds after I post and update and some are closed by the time I hit publish.
Let's talk about location
Calls for return to office are still ramping up, but there is always some nuance there. Here's my advice.
Don't trust the location
First, always apply for any job that looks like a fit. Especially if you're looking at jobs via the One Model roles page. I am grabbing the first location on the indeed or Linkedin page and that may not be the only posting. Many roles are double, triple, hundred posted to every locale that the role may be operated out of (and there are some serial offenders there!). Some roles even say "Remote eligible" later in the posting and I miss it, so throw your name in the ring if it seems like a fit and let them figure it out. Don't hold back.
Don't negotiate location
Some advice I've passed on a few times now and want to get out into the market more - as a candidate, you need to start treating location needs as sensitive data, similar to compensation. Compensation is something that is worth knowing what the company wants to pay, but there is always flexibility and you don't want to rule yourself out too soon. The same thing applies to location. The company may WANT you to be onsite 5 days a week, but for the right talent, they may repost the role remote and open up the search.
领英推荐
I see that a lot for people analytics roles. There are some far flung company headquarters looking for very senior people analytics leaders when that city or town may not have any people analytics talent, let alone PA Leaders. People Analytics is still a young function in that regard and hiring managers should not assume that the talent can be found locally.
Beyond that, the person you talk about location with with may not be the one who can negotiate. As an example, there was an Executive Recruiter hiring for a large financial firm over the summer with a search for one of the most impressive People Analytics roles I've seen. They called the best of the best PA leaders across the country and pitched them on 5 days a week in manhattan. Almost every PA leader said no and the recruiter removed them from the pipeline.
If I was the CHRO at that firm, I would be livid. The recruiter had some of the world's best people analytics leaders on the line, interested in the role, but was so inflexible and unwilling to negotiate that they lost the talent.
With that in mind, my recommendation is almost always, defer on location until you speak with a hiring manager. There are some roles where you can figure out early it's not a fit and self-select out, but almost always I'd recommend letting the recruiter know "for the right role and opportunity, I'd be excited to discuss relocation" (which isn't really a lie) and then negotiate location with the hiring manager or after an offer letter when you have the person on the line with the power to apply flexibility or to break the rules.
Advocate for Remote People Analytics jobs
I feel confident recommending that largely because I feel the best People Analytics teams are built remotely or with a remote contingent. I've built teams as a remote leader, worked on remote teams, and spoken about that at length about how distributed our talent base is right now in PA. We even put a blog out at One Model to try to help candidates who are negotiating.
And there is an open invitation to exec recruiters or candidates too to reach out to me if you need an outside opinion to share with your leadership team about why your team needs to be built remote. I will step in however I can to help you make that case.
Building a PA Team
In other news, the TALREOS webinar series for Navigating people analytics careers is back after a short hiatus and we had an incredible conversation with Craig Starbuck, PhD as he builds out his 7th team at Chime. This is absolutely a great session to catch if you're on the market looking for a great team or thinking about building a team yourself.
Next TALREOS session - Amazon Recruiting
Stay tuned - the next TALREOS Career webinar is going to be an exciting one. We have Ashish Parulekar from Amazon Recruiting lined up to speak about building a team of 250+ scientists at Amazon! More details and invites coming soon. You won't want to miss this one.
More on Ashish's team here: https://www.dhirubhai.net/feed/update/urn:li:activity:7254832631001829376/
Lastly, we are looking for speakers for the upcoming TALREOS career webinars. If you have an open role and you'd like to join us, please reach out to myself and Deborah M. Weiss to learn more!
Open Roles
Keeping the theme going on both Amazon and on roles that open a day after I post, this incredible opportunity just opened an hour ago. Toby Culshaw of Talent Intelligence Collective fame has a posting to join his Global Talent Intelligence team. Run to take a look at this one (and I hope they accept more than 250 applications!).
Send us your success stories!
At One Model, we’re passionate about supporting the growth of people analytics practices across organizations, primarily through our SaaS platform (learn more about One Model at www.onemodel.co). The People Analytics roles page is part of this commitment, and we hope it adds value to the people analytics community.
And we’d love to hear your success stories! If our job board helped you land a role, please share your experience in the comments or via direct message. Your stories inspire us and help us improve our services. I’ll make sure to pass along your successes to our team so we can celebrate the positive impact of our efforts.
Thank you for being part of this wonderful community and best of luck with your job search!
425+ open roles here ? 10/4 Update to the One Model People Analytics Roles Page
Best of luck out there!
Richard Rosenow
VP People Analytics Strategy, One Model Inc.
Partnering with HR & Business Leaders to make data-driven decisions that shape the workforce of the future
3 个月Great insights and read for both candidates, recruiters and employers. Thanks for sharing and all you do for the community!
Global Head of People Analytics
4 个月You're right on spot, Richard Rosenow! GenAI is a double-edged sword for sure ...
Turning people data into your strategic advantage!
4 个月I always eagerly await this review!
CEO @ Fig Learning | L&D is not a cost, it’s a strategic driver of business success.
4 个月This update is super helpful for anyone navigating the market thanks, Richard Rosenow
Data Analytics & Technology Leader | People Tech and Analytics | Passionate about making a Business Impact
4 个月Richard very insightful as always. Love your analysis and take on the 1st topic. We are definitely seeing a start of an AI invasion in this job market. Interesting to see how the AI job bots make it even more challenging for the candidates.