Tuesday 19 March 2013

#HRTechEurope: Caitlin Hogan on Google People Analytics

BFuBoz5CYAE2zc6.jpg_large.jpg  Draft - but I want to get this up before Martin Couzins!


Google People Operations (HR) team - same rigour to what we do in HR to what we use in any other area of the company.

What we do in HR Operations e.g. satisfaction on food, fitness and perks

Use analytics to attract engage retain and improve the experience of Googlers

Googlegiest top of mind go oglers today

Make people data accessible and useful - managers with more than 3 respondents get a personal report - Googlers can see these results for their location and function.

Are a laboratory for innovative people research e.g. on social networks to improve co-operation throughout the company.




HR experts for context

Data analysts statistical techniques and methods

All huge data geeks


Find most important and interesting questions, test with data and take action on results


Finding, growing and keeping Googlers

Finding - use data to hire the best people - high performers excited by their work, comfortable with ambiguity and have a cultural fit

Hiring committees vs individual hiring managers, may talk up to five Googlers (based on analytics pointing towards optimum number of interviews)

Over 2m applications per year.


Mine resumes for teams that show hiring potential through automatic text analysis

Scored a second set of resumes

Good link quality and numbers hired.


Ran algorithm against resumes available on the internet - particularly to increase diversity

Also internal candidates - found rejected candidates



Grow them

Project Oxygen

400 variables

Had completely got rid of managers in some parts of the company - didn't work that well

Remaining stigma that managers don't matter

Performance and how managers are perceived from the Googlegeist survey


Most go oglers happy with their managers

Regression analysis - higher scores lower turnover, happier and higher performing teams


Qualitative data understand Googlers themselves


Perofrmnace reviews

Double blind interviews (neither m or e know whether manager was high performing)


From a position said let's get rid of managers started recognising them.

Great Manager Awards


8 points (Oygen has atomic number 8)


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