Eli Jaffe’s Post

🚀 We're Hiring: HR Model Validation Role (1-7 Years Experience)! 🚀 Are you passionate about leveraging data to drive strategic workforce planning? We are hiring for a Quantitative HR Model Validation role for multiple positions, where you will play a pivotal part in shaping our workforce planning and strategic decision-making processes. Role Overview: A quantitative HR model for capacity planning enables organizations to effectively forecast and manage their workforce requirements by integrating business forecasts, market trends, and strategic plans. This model leverages advanced statistical techniques, such as regression analysis, to project future staffing needs based on business growth trajectories and other influencing variables. Additionally, it employs sophisticated scenario planning- encompassing best-case, worst-case, and most likely scenarios-to evaluate the impact of various factors on workforce demands. By identifying discrepancies between current staffing levels and projected needs, the model helps organizations proactively address gaps and optimize their human resources to align with strategic objectives and market conditions. Job Requirements: 1-7 years of experience in HR analytics, workforce planning, or a related field. Proficiency in statistical software (R, Python, etc.). Ability to interpret complex data and inform strategic decisions. Strong background in statistical analysis and scenario modelling. Excellent communication skills and experience in collaborating with cross-functional teams. If interested, please DM your CV. #HRAnalytics #ModelValidation #CapacityPlanning #HRModeling #WorkforcePlanning #DataDrivenHR #RegressionAnalysis #ScenarioPlanning #CareerOpportunity #HRStrategy #HiringNow

HR: "You said you wanted a 'data analyst' but this person was just an 'analyst' so I didn't think they would be a good fit..." Of course as any data person will tell you, there is no difference between a "plain" analyst and a data analyst. Actually no difference - they are the exact same role... But to someone who doesn't know anything about the field, it's reasonable to think there are differences. Imagine someone had an "analyst" title and I was hiring for a "business analyst" -> Wouldn't it be reasonable for someone to think that "they were just focused on analysis, but Solomon needs someone who also worked with the business so PASS!" To the new hiring managers out there: Never trust that your HR team understands even the basics of data titles and responsibilities. In a world where data titles don't mean anything, you can't reasonably expect a non-data-person to read a resume and not make extremely basic mistakes. Spend 30 minutes with them going through resumes and teaching them the kind of things you're looking for, and how YOU interpret various resumes. Do it again every time you're hiring for a new role. In the past I've gone through all the resumes myself, but over the last few years with so many roles being remote the number of applicants makes this impossible. However, you CAN help HR people get good enough to do a decent first pass. And when you're putting your resume together, give it to a non-data friend and ask if they can understand it. Because it will most likely be a non-data HR person deciding if you make it to the hiring manager. And I can't yet tell if AI will make this better or worse - probably both.

👋 Hi there! I’m a dedicated HR Data Analyst specializing in leveraging Excel to analyze employee data and uncover insights that drive organizational success. My expertise lies in examining employee turnover and retention, helping companies understand why employees leave and how to enhance their workplace experience. 🔍 Key Skills and Features: Proficient in Excel for data analysis, visualization, and creating interactive dashboards. Experienced in analyzing employee departure patterns and retention metrics to identify key factors influencing turnover. Skilled in developing reports that provide actionable insights for HR teams and leadership. 📊 Roles and Responsibilities: Analyze employee data to track who has left the company, along with reasons for their departure. Collaborate with HR teams to design strategies aimed at reducing turnover and improving employee satisfaction. Present data-driven findings to stakeholders, enabling informed decisions that foster a positive workplace culture. 💡 I am committed to continuous learning and stay updated on the latest trends in HR analytics. I’m excited to use my skills to help organizations create engaging environments where employees thrive. Let’s connect and explore how we can utilize data to enhance workforce engagement and retention!

📊 Stop Guessing. Start Hiring Smart! Hiring is no longer about gut feelings — it's about data-driven decisions! 💡 Track your success, cut costs, and hire faster. 📈 Make every hire count with the power of data analytics! . . #datadrivenrecruitment #smartrecruiting #hirewithdata #recruitmentsolutions #talentacquisition #hiringtips #hranalytics #recruitmentstrategy #recruitmenttrends #hiringmadeeasy #recruitmenttools #digitalhiring #dataanalytics #recruitmentlife #sourcingsuccess #timeefficienthiring #smarthiring #betterhires #nextgenrecruitment #recruitmentmarketing #hiringmanagers #recruiterlife #hrtech #predictivehiring #recruitmentprocess #recruitmentsimplified

 📊 𝐃𝐚𝐭𝐚-𝐃𝐫𝐢𝐯𝐞𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: 𝑴𝒂𝒌𝒊𝒏𝒈 𝑺𝒎𝒂𝒓𝒕𝒆𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑫𝒆𝒄𝒊𝒔𝒊𝒐𝒏𝒔 In the world of HR, data isn’t just numbers—it’s insight! By leveraging data analytics, you can predict candidate success, assess cultural fit, and reduce hiring biases. Here’s how to use data effectively: ·    𝐀𝐧𝐚𝐥𝐲𝐳𝐞 𝐩𝐚𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐞𝐭𝐫𝐢𝐜𝐬 𝐟𝐨𝐫 𝐭𝐫𝐞𝐧𝐝𝐬 ·    𝐔𝐬𝐞 𝐩𝐫𝐞𝐝𝐢𝐜𝐭𝐢𝐯𝐞 𝐚𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬 𝐭𝐨 𝐠𝐚𝐮𝐠𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 ·    𝐄𝐧𝐬𝐮𝐫𝐞 𝐝𝐚𝐭𝐚 𝐡𝐞𝐥𝐩𝐬 𝐦𝐚𝐤𝐞 𝐮𝐧𝐛𝐢𝐚𝐬𝐞𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 Make your recruitment process smarter and more strategic! 🔍 #SmartHiring #HRAnalytics #RecruitmentStrategy #HiringTrends #PredictiveAnalytics #DataInHR #TalentManagement #HRTech #WorkforcePlanning #HRInnovation #CandidateExperience #DataDrivenHiring #BiasFreeHiring #StrategicRecruitment #awaismanzoor #tanbits #linkedIn #HRCommunity #HR

After posting a Head/Director of Data role just yesterday, the response has been overwhelming—hundreds of applications and direct messages in less than 24 hours. The sheer volume and quality of candidates for these senior roles is impressive, but it also reveals some interesting worrying trends in the market that are worth discussing. 🤨 💥 The UK market, especially in London, seems to be saturated. It’s clear that right now there are more senior data candidates than available roles. The market is competitive, with high-caliber professionals all vying for similar opportunities. The talent landscape at this level will be shifting, with analytics leaders applying for different strategic roles. 💰 Pay Expectations vs. Reality is usually not a match Another key insight from these conversations? Many senior candidates are finding that the salaries being offered are often lower than what they anticipated. Not only that, but these roles are increasingly hands-on, requiring leaders to roll up their sleeves more than they may have in previous positions. ⏳ Hiring takes far too long. Finally, I’m seeing a significant lengthening in hiring processes. What used to be a straightforward timeline for senior roles has now stretched into months in many cases. If you see any of the above trends, you are not alone. The Good News? 📈 Despite these challenges, the demand for senior data talent is growing. All the senior data leaders I spoke with recently said they are receiving an unexpected increase in roles. If you’re a data leader exploring your next move, let’s connect and chat about what’s out there. 💬 #Analytics #Hiring #JobSearch

The Shift in Recruiter Focus: Tool vs. Knowledge in Data Analysis 🎯 Are you focusing too much on specific tools in your hiring process for data analysts? It's time to shift the focus to what really matters: analytical skills and the ability to interpret data effectively. Current Recruiting Trends: Many job listings today heavily emphasize specific tools like Power BI, Tableau, and others. Yet, new tools and technologies emerge every day. The Pitfall of Tool-Centric Hiring: Focusing solely on tool proficiency can overlook candidates with strong analytical skills who may use different tools. It's not the tool that makes a good analysis; it's the analyst who understands the business data and interprets it to help decision-makers. Why Analytical Skills Matter More: Core competencies of data analysis include critical thinking, problem-solving, and the ability to interpret data. These skills are crucial regardless of the tools used. A good analyst provides decision-makers with the insights they need to make better decisions at the right time, no matter the tool employed. Versatility Over Tool-Specific Expertise: A skilled analyst can adapt to any tool. The focus should be on their analytical approach. With new technologies continuously emerging, it's vital to value the adaptability and understanding of business data over specific tool experience. Recommendations for Recruiters: Focus on candidates' problem-solving abilities. Assess their understanding of data analysis principles. Look for adaptability and willingness to learn new tools. Conduct skill-based assessments rather than tool-specific tests. Rethink Your Hiring Strategy: Prioritize analytical skills over tool proficiency. Review your job descriptions and assessment methods to ensure you're not missing out on top talent. #DataAnalysis #Recruitment #PowerBI #Tableau #AnalyticalSkills #Hiring #DataScience

Navigating the C-suite hiring maze? 🧭👔 Here's the lowdown on securing top-tier data management talent: 🔍 Start with clarity. Define the role's impact on your organisation's data strategy. What are the key outcomes you expect from your future C-suite executive? 🤝 Seek a cultural fit. Beyond technical prowess, your ideal candidate should align with your company's ethos and values. This synergy is pivotal for long-term success. 📊 Experience counts, but so does adaptability. Look for a track record in data management success, coupled with the agility to navigate the ever-evolving data landscape. 🌐 Cast a wide net. Leverage your networks, industry contacts, and executive search firms. Diversity in your search can lead to unexpected, yet outstanding, candidates. 💡 Innovation is key. In the data realm, stagnation is the enemy. Target leaders who not only understand current technologies but are also visionaries in data utilisation. 🤖 Embrace AI and analytics in your search. These tools can help identify candidates who might not surface through traditional methods but have the potential to excel. 👂 Listen. During interviews, give candidates the stage to share their vision and approach. Their responses can offer deep insights into their leadership style and expertise. 🔗 References matter. They provide a third-dimensional view of the candidate's capabilities and achievements. Invest time in thorough reference checks. 💼 Consider interim hires. This can be a strategic move to bridge gaps and assess leadership effectiveness in a real-world setting without long-term commitment. 🤖📈🚀 In conclusion, hiring for the C-suite in data management is about finding that rare blend of visionary leadership, technical expertise, and cultural synergy. It's a strategic endeavour that shapes the data-driven trajectory of your business. #CsuiteHiring #DataLeadership #ExecutiveSearch

In 2024, senior-level hiring in IT services is focusing on new-age skills such as AI, cloud computing, and machine learning. The pressure for growth in IT companies persists due to global market conditions and AI-led innovations. Roles in finance, delivery, consulting, and program management are in demand, with an emphasis on hiring leaders with expertise in areas like AI and cybersecurity. Companies are also looking to hire for positions like chief AI officer, delivery head-AI, and CFOs. Despite an expectation of muted senior-level hiring in the next few quarters, there is optimism fueled by anticipated economic growth, with salary hikes for senior talent increasing. However, there may be higher attrition rates as talent moves between companies for in-demand roles. Skills in data science, data engineering, analytics, ML, AI, and cybersecurity are particularly sought after. Companies are focusing on upskilling their employees and recruiting individuals with contemporary tech skills to stay competitive. Overall, there is a push for diversity and inclusion in the hiring process, with a shift towards hiring leaders from a wider talent pool. #Boyenhaddin #ITServices #SeniorLevelHiring #NewAgeSkills #AI #CloudComputing #MachineLearning #GlobalMarketConditions #AILedInnovations #Finance #Delivery #Consulting #ProgramManagement #AIExpertise #Cybersecurity #CFOs #AttritionRates #DataScience #DataEngineering #Analytics #ML #Cybersecurity #Upskilling #ContemporaryTechSkills #DiversityandInclusion #WiderTalentPool https://lnkd.in/dBMuZANZ

Hiring Business Intelligence Officer! Hello Data Proffesionals, here are some job opportunities posted on MyJobMag within the last week. Apply Now! HR Business Intelligence and Deployment Officer at Pivotage Consulting Pivotage Consulting https://lnkd.in/d3h4Uvvh Development of Price Intelligence Excel Template for Health Sector MDAs at DAI DAI https://lnkd.in/dRfP_eJp Look out for others in the next post. What other website has been effective in your job search? Please share with us. Disclaimer We haven’t had the time to verify any of these and as a result, we don’t know much about the companies or the listed opportunities. So, please do your research before you apply or attend an interview. Also, we do not take credit for any of these, we gather them from multiple sources. #datascience #dataanalytics #machinelearning #dataengineering #artificialintelligence #jobs #training #conferences #workshops #careerdevelopment