5 Must-Have Online HR Analytics Courses

HR Analytics Courses

Executing HR analytics is a significant deal for a lot of organisations and people. Most HR professionals struggle with following questions, especially when companies are now more focused on implementing analytics tools within HR systems.

–    What do I need to know?

–    Where should I start?

–    Which are HR analytics courses worth my effort and time?

Today, HR analytics attracts diverse crowd ranging from data analyst and HR managers to professionals. However, it does not implies that every course is equally impressive for everyone.

Therefore, we bring you 5 HR analytics courses online worth contemplating. Let’s take a look.

HR Analytics Courses

1. An overview to R (Data Science)

Doing HR analytics on excel sheets is not only time consuming but has some significant limitations. “R” is an open source tool for data modelling, statistics, and visualisation. It not only provides the conception capabilities but also empowers HR professionals to use statistical techniques efficiently.

Note – No programming background is needed for this course.

Course Details

The first course is “Try R,” which is available online and is free consisting only seven chapters. “Edx” is one platform offers a little more detailed introduction to R. However, the first lesson at Edx is a free while for subsequent chapters (tutorial) you have to pay a fee.

You can access the course here.

2. People Analytics (University of Pennsylvania)

It is an online course offered by the University of Pennsylvania and delivered by three professors. The course will introduce you to four major elements of People Analytics including – Talent Management, Staffing, Performance evaluation, and collaboration.

Course Details

The course takes total eight hours of study, and it is available for free. There is also access to quizzes and Certificate of Completion by the University.

You can access the course here.

3. Fundamental Principles of Human Resources Management (University of Minnesota)

HR analytics is nearly impossible to understand and implement without some basic knowledge of Human Resource Management (HRM). No matter how expert data analyst you are, if you fail to learn the basics of HRM, then it is hard to make sense of your data and results.

The Carlson School of Management (at the University of Minnesota) offers a course to individuals who require experience in HRM.

Course Details

The course is taught by Professor Budd, which include tests, reading materials and completes with an assignment. Every course takes almost twelve hours to complete.

You can access the course here.

4. Data mining using Weka (University of Waikato)

You do need the programming experience for mining the data. Weka is a clickable and visual interface that let you use the mouse instead of having to write in codes (unlike what we do in R).

Course Details

Weka is a free software and prof. Ian Witten from University of Waikato (New Zealand) explains how it works in a series of practical videos. The first half an hour will deliver a basic introduction to data mining algorithm.

You can register for the course online for free. Although, the course opens within selected months in a year. When you apply for this course, University will also send a certification of participation.

You can access the lectures here.

5. The Analytics Edge (MIT)

MIT offers a course on data analytics termed as “Analytics Edge.” The program is categorized in three different elements of data analysis. The primary focus of the course is R, which will be used throughout the program.

Course Details

The course also entails information about linear optimization, regression analysis, clustering, and decision trees and data visualization. Allison O’Hair and Dimitris Bertsimas along seven other professors and Ph.D. students worked on this program.

If your requirement is to analyze a large set of data, this is the course worth considering.

You can access the course here.

There are several other great courses accessible online on HR analytics. However, these are few of the best worth contemplating by HR professionals.

What Is A Resume Parser And Which Is The Best One To Invest?

Resume Parser

In today’s recruiting world social media and online recruitment have become the order of the day. Web sources including, professional networking sites (LinkedIn), Job boards, search engines, portals, social networking sites (Twitter, Facebook), publications and forum, etc. – have now become the hunting ground for recruiters to look for resumes.

However, the challenge here is how to parse resumes, and spend minimal time in shortlisting the right candidate for a right position.

Let’s understand more about Resume Parser and explore real reasons why HR leaders must think about investing in good parsing technology.

What is a Resume Parser?

Resume parser is a tool enables HR professionals to process online resumes by extracting data; subsequently converting it into structured data (information). The parsing technology empowers recruiters to electronically collect, store and organize the information contained in the resume.

How can it help?

Resume parser contributes in creating a far more efficient and convenient resume and application screening process. Once the information is obtained, it is quickly searchable using phrases and keywords. The parsed resume bring forth relevant results as per search query saving time as compared to manual excel sorting or aged Applicant Tracking Systems.

Understanding the semantic search

In literal meaning, “Semantics” is the study of meaning, intrinsic at the levels of sentences, words, and phrases.

Semantic Search most often used to illustrate searching beyond the precise word match and into the meaning of phrases and words at the contextual and conceptual level. And, sentences at the grammatical level.

For instance, for sourcing the “Oncology” specialist in the healthcare domain, a semantic search enabled resume parser will yield matches of resumes containing related terms like cancer, tumor, and lymphoma, etc.

As another example, when searching candidates specifically with “Java” skill set semantic search can be accomplished at the conceptual level and deliver matches on linked terms like servlets, EJB, and J2EE, etc.

There are multiple resume parsing tools available. Some of them are available for free, while others require subscription (license) purchase. However, the highly recommended one is “Textkernel.” (Also, known as Talentstream Resume Parsing)

The integration of Textkernel’s technology leads to better historical records, less time wasted on reviewing data in your ATS and speeds up finding potential candidates and allows time to talk to them. Steven Plehier (Deloitte)

Resume Parser + Semantic Search = Textkernel


Textkernel is a revolutionary advancement in the category of resume parser that not just extract, search and match right resume for the right job. Additionally, it is a equipped with semantic search technology that makes it the best in the industry. It is a multilingual CV parsing tool to capture applicant data straightforwardly.

When compared to other resume parsing tools accessible in the market, Textkernel offers unique benefits to recruiters with the help of following features:

1. Extract

Extract resume parsing can parse resume (and CVs) in a wide array of languages. It automatically recognizes the social media profile or the language of the resume recruiter have acquired. Currently, it supports 17 global languages – Czech, Chinese, English, French, German, Russian, Slovak, and Swedish, to name some.

2. Search

Highly advanced semantic search technology used in Textkernel’s Search feature. It has easy to use interface, which takes the complexity out of searching. Recruiters can easily find the finest candidate with the right combination of criteria. It empowers HR teams to search by synonyms and related terms. Additionally, it allows spelling correction, career path searching, search by location and more.

3. Match

It combines the comprehensive knowledge of the language technology and job market. Based on the job description, it automatically does a search and matches this to external sources (job portals like CareerBuilder, Monster, Dice, TechFetch and more) and existing databases (bulk of offline resume data).

4. Sourcebox

It optimizes the entire recruitment workflow right from incoming resumes to processed resumes with the help of Sourcebox. It can automatically monitor e-mail boxes for applications, de-duplication, and automatic distribution of applications to the right person within an organization and quick classification of attachments and CVs (and resumes).

Here are a few other interesting features

Jobfeed is a Textkernel’s Big Data tool for jobs that robotically searches the web every day for new jobs. In other words, Jobfeed searches and analyze online job vacancies and turn them into useable data.  Additionally, Harvester is another smart application by Textkernel that collects all new jobs from the specified websites. Subsequently, the job ads found are published automatically and immediately on the job board as well as enlisted in recruitment system.

In resume parsing technology there is no parser equivalent to Textkernel to surpass the “near human accuracy” level. The organizations can accelerate their hiring process using the best available resume parsing tool. Recruiters can deliver a better candidate experience with rapid response time.

Cloud Security Challenges – Top 5 risks of BYOC and Best Practices


According to analyst firm Forrester, cloud computing industry is expected to grow to $191 billion by 2020. There are myriad benefits of cloud computing; among them increased employee productivity, faster time to market and lower cost is few to name. Nevertheless, the security of data in the cloud is a primary concern holding back cloud adoption for IT departments. Additionally, employees are not waiting, they are joining the “BYOC” or “Bring Your Own Cloud” movement – bringing their cloud services at work.

What is shadow IT?

In the past few years, there has been accelerated growth in new apps that can help people be more efficient and productive. The forward-thinking perceived the benefits of BYOC and bring in the concept of “Shadow IT”.

Shadow IT is a term often used to describe IT systems and solutions built as well as used inside organisations without explicit organisational approval.

Top 5 risks of BYOC or Bring Your Own Cloud

Some of these perils are linked to weak cloud security measures of the services, such as multi-factor authentication to access the service, or storing data without controls such as encryption.

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1. Compliance Violations and Regulatory Actions

Nowadays, most organisations operate under some regulatory control of their information, including one of several other industries and government regulations. Under these mandates, companies must know: Who can access their data, where it is stored and how it is being protected.

Bring your own cloud often violates every one of these principles, putting the business in a state of non-compliance, which can have grave ramifications.

2. Contractual breaches with business partners or customers

Contracts among business partners every so often confine who is authorised to the data and how it is used. When employee without authorisation move restricted data into the cloud, the contracts may be violated, and legal action could supervene.

3. Theft or loss of intellectual property

Enterprises increasingly store sensitive data in the cloud. When the cloud service is compromised, cyber criminals can gain access to sensitive data. Besides the threat of breach, certain cloud services can even pose a risk if their terms and conditions claim proprietorship of the data uploaded to them.

4. Malware infections that give free rein to a targeted attack

Data exfiltration can become the vector of cloud services. The cyber security experts also detected the malware that breached sensitive data via the private Twitter accounts. Cyber criminals deliver the malware using file sharing services and targets practising phishing attacks.

5. Loss of control over end-user actions

When an organization is in the dark about employees using cloud services, those workers can be doing anything, and no would comprehend – until it is too late. For instance, a salesperson who is about to resign from the organisation could download all information on customer contracts and upload it on her personal cloud storage platform. Afterwards, access it when hired by the competitor.  This example is one of the most common insider threats today of BYOC in organisations.

Best Practices for organisations in cloud

Every organisation must carefully analyse following factors before moving to the cloud:

  • Seek an independent security audit of the host (cloud service provider)
  • Make inquiries about exception monitoring systems
  • Find out which third parties the firm deals with and whether they can access your data
  • Look into available penalties and guarantees
  • Be extra vigilant during updates and make sure employees do not suddenly receive access rights they are not supposed to
  • Find out whether the cloud service provider will accommodate your security policies
  • Be careful to develop strong guidelines around passwords; how they are created, changed and protected

To reduce the perils of unmanaged cloud usage or Bring Your Own Cloud, organisations first need to have a perceptibility into the cloud services in use by their employees. They need to know what data is being uploaded by whom and on which cloud platform. With this information, IT teams can start to enforce corporate governance, compliance and data security policies to protect the sensitive enterprise data in the cloud.


Hire a Temp – 3 Things to Avoid When Using Staffing Firm

Hire a temp

For several organisations finding relevant talent at the right time remains a huge challenge. Reviewing applications (resumes), interviewing candidates, negotiating salaries and more such tasks take precious time away from an HR team’s existing obligations. It may end up hurting the business in the long run. It is one of the reasons more and more companies partnering with staffing companies. Hence, the decision to hire a temp is prevailing nowadays in almost every business and for every other short term project.

Although, using a staffing firm is not a right option for every business. Additionally, if one is considering working with them to meet the hiring requirements – Here are three essential things that organisation must learn before sealing the deal.

Hire a temp

1. Should I interview potential temp?

An interview does need to happen if decision is made to hire a temp for a short term assignment. For instance, a receptionist is sick and company need someone today as her or his replacement, then conducting an interview of a temp-hire is not practical.

However, if the assignment length is between two and six months, then an interview is a practical approach. Anything less is perhaps wasting time, and the delayed process may mean your preferred candidate could accept another offer.

A word of advice – If you are using the staffing firm for the first time it is advisable to explore the guarantees. Moreover, when organisations hire a temp, they also entitled to ask him or her to resign immediately if they are not meeting the requirements of the job.

2. How are temporary employees rates determined?

The quoted hourly rate is not related to the salary paid to the permanent staff member. The agency passes on the on-cost of employment and their margin. These on-costs include:

  • Payroll tax
  • Employee’s compensation insurance
  • Superannuation
  • Professional indemnity insurance and other insurance costs.

The margin is then added that can vary based on the industry and the market for which recruiting is in the process. It is advisable to ask an agency to break down the rate into these different elements. If an agency fails to do so then hire some other staffing company.

3. How far in advance can I hire a temp?

Eventually, when hiring a temporary employee, timing is very critical. Organisations are accessing a different pool of talent when hiring people for set period compared to permanent staff. The candidates choose to work as independent contractors or freelancers usually are either between returning to the workforce, permanent employment or on working holiday visa.

Hiring the temporary employee implies accessing the limited talent pool at a specific moment in time. Therefore, hiring a temp far in advance is highly unusual and not recommended. Most temporary jobs are filled within a day, and, for senior positions, at most within the week or so.

The decision to hire a temp require lots of thinking and once it is definitive entire focus must shift in finding the best staffing firm.

A Word of Advice

It perhaps takes trial and error to find the right HR outsourcing agency, but once organisation found one that provides excellent service and high-quality workers, stick with it.


11 Things You Can Do to Get through Difficult Times at work

11 tthings you can do to motivate

We all go through tough times at work. The idea of facing another workday make you anxious. Things have not gone well for a while, and you do not have a clue to make them better. Switching job is not an option. Therefore your only viable choice is to smile and bear it.

How to motivate yourself at work?

11 tthings you can do to motivate
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1. Leave work at workplace

Negative work situation tends to influence another aspect of your life. When you leave the office, try to avoid complaining and gossiping about it. It is a tough thing to do, but it is essential.

2. Make Friends, not Enemies

It is always important to find a new connect with your colleagues and build a friendship. Do not let the disappointment stop you from acting professionally or working strategically to accomplish a greater good.

3. Keep up the good work

Lower productivity and increased absenteeism or shirking your responsibilities will only make the situation worse. Do the best work you can do. Think clearly about the root causes of the issue and if a simple talk can clarify the things then do it.

4. Check your attitude

It is important to keep a clarity on the matter especially when things are not pleasant. “What we think is what we become” – remember this and keep a check on your attitude. Sometimes we tend to colour our perception that makes a negative situation more adverse.

5. Seek opportunities

Most of the time we think what we can do for the job. However, it should be otherwise – what job can do for you. Look beyond the horizon and stretch your wings to find what opportunities you can take on and learn new skills.

6. Uncover Positivity

It is foolish to think that you can turn around every bad situation. Take a step forward and peel the layers no matter how hard it is for you and uncover the positivity. At best you can surround yourself with people who support you.

7. Stop avoiding it

Evading problems that bother you will sink you deeper and your job may suffer as a result. Confronting the problem not only allow you to make the most of your current situation but will also dissolve your frustration.

8. Take Control

Remember you cannot control every situation. However, you can control how you respond. Avoiding an awkward conversation makes the negative situation worse.

9. Practice Gratitude

Gratitude pays in the long run. Take benefit of the things you are grateful for while you contemplate what is next. It is one of the easiest ways to boost your happiness.

10. Stand up for yourself

Often bad situation arises when your boss or co-workers treat you unfairly. It is important to say “No” to ethically unfair talks or task or behavior. However, you can do this assuredly and respectfully.

11. Cast-off Boredom

At times the same kind of job surrounded by same people creates a monotony that may lead to depressing work situations. You can avoid this by setting up some sort of motivational tools for yourself. It could be anything like, writing a journal or creating a short video. Do anything that encourages you to grow in your position.

6 Smart Ways to Save Money on your Next Temp-Hire

temporary employee

It is becoming common to use the staffing agency to hire the temporary employee. At CareerBuilder, we realise that there are several organisations, managers and owners who are new to the process of engaging a recruitment agency in hiring the temp.

Therefore, we decided to put forward our observation in the form of a solution describing 6 smart ways to use the staffing firm for hiring a temporary employee.

Before we get started, let’s define the temp staff – who are often confused with contract or part-time and casual staff.

What is a temporary employee?

Temp staff is typically hired through a third party. They are considered as casual to distinct staff who are directly employed by the organisation on a casual basis.

Contractors are either on the company payroll or hired by the staffing firm for a fixed period. In another case, independent contractors’ also known as contingent workers have their own ABN (Advance Beneficiary Notice) or company. They invoice the organisation for a defined contractual period.

It is important to know that the employment relationship with the temporary employee lies with the third party (HR outsourcing agency or staffing company).

Intelligent approaches to save money using recruitment agency

temporary employee

Here is how recruiting agencies with polished resume database can help you to save more and increase the likelihoods of reaching the right employee on the first try.

1. Reduce turnover costs

The staffing firms help decrease turnover by screening candidates before even they walk through the door. In several cases, recruiting firms have worked with the candidate on a consultative or temporary basis before. They are staffing specialists to determine whether the prospective employee will be able to mesh with office culture and perform to standards.

2. Save time in the hiring process

The best staffing agencies keep the resumes of thousands of experienced candidates and have a broad network of local professionals. It is the reason, upon seeing the requirements for a position, an agency can deliver the candidate who is a right fit or closer to required job description than you could likely find on your own.

Moreover, they handle the most time-consuming elements of the hiring process including skill testing, initial interview, reference checks and on-boarding. Subsequently, saving the time of wading through a swarm of resumes from unqualified applicants.

3. Help to reduce the overtime

Temporary employees are quite useful when organisation require extra hands-on jobs like filing taxes, publish new marketing material, perform an audit and initiate an IT upgrade. In such busy times, recruitment agencies can help to save money.

They can provide contingent workers who boast the skill sets require to fill the gap. It avoids burning out organisation’s most valuable team members and eliminates the cost of paying overtime to full-time employees.

4. Compensation savings

When using, the staffing agency companies can easily save money and time on temporary employees compensation claims. They can help to save on administrative costs for employees who are seasonal or sporadic.

Moreover, these staffing firms can also assist in reduced compensation deposit. The growth in the temp hires means a decline in a company’s payroll. Therefore reduced premiums means lowers staff compensation deposits. For several organisations, the savings can make a significant difference.

Additionally, in the case of compensation insurance organisation do not have to pay more than what their requirements are at the time.

5. Illness and Time offs

Most of the contracted staffing firms have well-organised large-scale resume database and can immediately provide temporary employees as a replacement when full-time staff call in sick at the last minute.  All the company have to do is to call and tell them what they are looking for. However, this process becomes easier once the organisation have a relationship with a staffing agency.

6. Knowledge and Expertise

Staffing companies have an enormous amount of expertise and experience compared to HR departments of several small businesses. Since recruitment agencies focus on employment, they are always up to date with all of the amendments in employment trends and laws.

To leverage the staffing services entirely, it is imperative for organisations to communicate their goals and requirements to them every step of the way. It will put organisations in the best position to maximise their working relationships with them.

Need to Hire? The Good and Bad of using the Staffing Agency

Hiring is harder than ever nowadays. If you need to hire in tech or healthcare, you have probably felt the crunch.

Rather than spend your time exasperating to staff up, why not contract staffing firm that hires every day, all day long, with deep expertise in screening? It is precisely what staffing or HR outsourcing services are.

Here are a few good reasons to use the staffing service, subsequently highlighting the perils of employing the large recruiting companies.

Top benefits of using staffing firm

Img. Src. XTech Staffing

Millions of small, medium and large enterprises use HR consultancies for their hiring and recruiting needs. Whether these organisations are looking to add on temp-to-hire staff, full-time or permanent staff for the long run or the temporary workers for short term assignments – they know that they can benefit from the use of staffing service.

Here are the advantages of using the HR outsourcing to find top talent faster than the competition.

Save Money

Organisations are always searching for ways to cut costs. Using the staffing firm can be one of the means to save more on recruitment because HR consultancy knows how to find the best talent. This, in turn, leads to increasing productivity, which will mean spending less on operational costs.

Better talent, more talent

A staffing agency can develop the ideal candidate profile and easily find the perfect candidates matching the job description. These companies have bigger talent pools and know precisely where to find passive and active candidates in given industry. This way organisation never have to settle for the best of the worst again.

Added Flexibility

Several organisations use the contingent workforce due to the added flexibility. When temp-hire is on board through a staffing agency, a business can slow the production or halt it whenever needed. Organisations can have extra hands when they need them – for unexpected surges in business, maternity leaves, seasonal work, vacation time or sick leaves. Moreover, businesses would not have to deal with downsizing and layoff, either.

Reduced Risk

When staffing company is on board, it apparently reduces the risk of hiring wrong candidates. When organization put in time, money and effort to recruit on their own, there is always a risk of hiring a wrong person. This could mean having to do it all over again and at additional costs.

For instance, when organisations use temp-to-hire services, it not only let them test out a new employee before making a commitment to hire them full time.

Now, let’s discuss the downsides of hiring the large staffing agency

In several areas of business, having the large firms on your side is the good thing. It means having plenty of expertise at work for business and having lots of resources as well. Nevertheless, it is not the case of recruiting and staffing.

Pitching a job to top talent take fineness

“Selling” the job opportunity to top talent is not a cake walk. They want to hear convincing reasons to make a career move. For instance, creative professionals need to comprehend why they were selected and how they add value to a project or business.

Large staffing firms are frequently replacing recruiters within an organization, often have high turnover. Moreover, they have a heavy client load, which makes it challenging to spend enough time speaking and researching with each customer to comprehend their requirements.

Ironically, expert recruiters are as difficult to find as talented candidates. Therefore, client account must be served by an experienced recruiter. Someone who has time and business savvy to successfully present business in a competitive candidate market.

Indirect candidate access

It’s hard to evaluate the individual employee before his or her onboarding. Here organisation must trust that the contracted recruiting firm has researched their background, completed skill assessments and conducted references.

Data Privacy

Often, for an outsourced recruiting agency to provide adequate service, some sensitive information about the business’s inner workings, organisational structure or product information is necessary to disclose to perform better. Whether deliberate or not, in such scenarios, there is always a probability of an information leak.

Before using a recruiting firm, wisely speculate the pros and cons of not just in-house and HR outsourcing services. Also, do a thorough research on employing right staffing firm that can find and deliver better talent within a stipulated time.

6 Things Mentally Strong People Do

Mentally Strong

We do not think about our mental strength unless we experience challenging, tough people and circumstances.

Whether it is dealing with rude colleagues to managing the underappreciated appraisals and other emergencies, life sends forth millions of challenges at us in regular life.

Mental strength does not come by birth. One must practice few habits every day to sail through rough waters and become strong.

Here are 6 habits you should practice every day to become mentally strong.

1. Practice Gratitude

Practice Gratitude

Expressing gratitude, be it big or small can bring a huge difference in your life. Moreover, practising it every day will make your mental muscles joyful.

2. Never Expect

Never Expect

You cannot expect people to be at your disposal or be courteous every day. Mentally strong people understand every individual is different and has a different set of thinking.

Reminding yourself every day not to judge other person and not to expect will make you mentally strong.

3. Exercise


It is observed individuals who are mentally tough exercise every day. Working out every day leads you to higher self-esteem and leaves you refreshed. Keeping your body fit keeps your mind fit. When you work out on a daily basis, you notice positive changes in your system. This, in turn, makes you mentally stronger and boost confidence.

4. Turn negative into positive


There will be times when you will physically and mentally exhaust. Take a deep breath and remind yourself “It is Okay”. Now, you need to turn those negative thoughts into positive ones and practice this every day.

5. They forgive



Mentally strong people only forgive and forget. They do not wait for your apology. This is one of the best practices to calm your mind and let it go.

6. Firmly believe in your values


Mentally strong people have set of principles and values, and they swear to them. They do whatever is the best as per their values and do not get sidetracked to any temptations.