Think Again - Intuition to Data-Driven Insights

We all have biases and believe our thinking is the absolute truth. This was highlighted to me vividly when I revisited a clever campaign we ran at Suzy some time ago, titled "HIPPO," which stood for "The Highest Paid Person's Opinion." It was a witty nudge towards data-driven decisions over-relying on the top earner's intuition. Fast forward to today, and I've had my own 'HIPPO' moment that made me pause and reflect, much like Adam Grant encourages in his thought-provoking book, "Think Again."

Let's look at the numbers:

• A survey found that 58% of companies base a significant portion of their decisions on gut feeling rather than data.
• A stark difference was noted between top-performing companies and others - only 40% of the best-in-class companies rely primarily on intuition, compared to 70% among the less successful.
• An impressive 80% of professionals in a Harvard Business Review Analytic Services survey rely on data in their roles, highlighting a trend towards data-driven decision-making.
• The people analytics sector is booming, currently valued at USD 2.58 billion and expected to climb to USD 7.67 billion by 2031.

These insights show a heavy reliance on intuition in business decision-making, but the tide is turning towards data-driven strategies, especially among more successful companies.

At Suzy, data is king. We've used data to guide our human capital strategies and to craft our programs. When the pandemic hit in 2020, we tapped into Peakon every week to pulse-check our employees – yes, weekly. We needed that real-time feedback, just like our clients using Suzy.

Recently, we teamed up with Puck to innovate our recruiting process. We've started incorporating podcast-like audio alongside our job descriptions and career site. Puck also helps us create engaging micro-pages that showcase Suzy uniquely through text, video, and audio. This enriches our recruitment strategy and provides us with actionable data to improve continuously.

However, a recent revelation forced me to rethink my approach. We assumed that thought leadership content was crucial for attracting candidates. But data from our platform showed us we were off the mark. Instead, what draws candidates to an employer, according to Suzy data, are:

1. Detailed information on benefits and compensation.
2. Insights into the company's culture and values.
3. Opportunities for career growth and development.

This was an eye-opener for me. I had to "Think Again," as Grant says. His book encourages us to embrace a 'scientist' mindset, being open to new ideas and willing to revise opinions based on new evidence. It's about intellectual humility, recognizing our limitations, and being open to learning. And importantly, it's about the value of rethinking and unlearning, regularly challenging our own beliefs to make room for more accurate, updated information.

In short, this experience reaffirmed the importance of data in validating or challenging our assumptions. It's a reminder that what we believe to be true might need a second look through the lens of data. So, here's to embracing a mindset that values data over intuition and being willing to pivot when the numbers tell a different story.