David Creelman

About the Author

David Creelman 2017

David Creelman, CEO of Creelman Research, is a globally recognized thinker on people analytics and talent management. Some of his more interesting projects included:

  • Conducted workshops around the world on the practical aspects of people analytics
  • Took business leaders from Japan’s Recruit Co. on a tour of US tech companies (Recruit eventually bought Indeed.com for $1 billion)
  • Studied the relationship between Boards and HR (won Walker Award)
  • Spoke at the World Bank in Paris on HR reporting
  • Co-authored Lead the Work: Navigating a world beyond employment with John Boudreau and Ravin Jesuthasan. The book was endorsed by the CHROs of IBM, LinkedIn and Starbucks.
  • Worked with Dr. Wanda Wallace on “Leading when you are not the expert” which topped the “Most Popular List” on the Harvard Business Review’s blog.
  • Worked with Dr. Henry Mintzberg on peer coaching, David’s learning modules are among the most popular topics.

Currently David is helping organizations to get on-track with people analytics.

This work led to him being made a Fellow for the Centre of Evidence-based Management (Netherlands) for his contributions to the field.

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Turn to Your Employees For Your Talent Marketing Program

Big ideas like “crowdsourcing,” “analytics,” and “transparency” start out as exciting, but nebulous concepts. Wait a few years and they go from being exciting to being just the obvious way to get work done. Here’s one case that I think captures how the world has changed. NextWave Hire is an employment marketing technology…

An Emerging Trend For HR’s Data: Analytics-as-a-Service

The current trend is for companies to build in-house departments staffed with data scientists to do advanced analytics. However, this is probably only an option for large, sophisticated firms. It’s not news that companies might go to a consultant for help with analytics, what is really interesting is how technology vendors are being…

Using References As a Screening Tool

The big challenge in recruiting is getting high quality information so that one can accurately match a candidate to a job. One potentially underutilized source of good information is references. Most companies use reference checking towards the end of the recruiting process and often it’s mainly to ensure there isn’t some derailer they’ve…

Don’t Start Crunching Numbers Until You Know What Numbers to Crunch

I was helping a manager with the company’s analytics; the problem was framed as “falling engagement in front-line staff.” Now that is a good start because at this organization the link between the measure of employee engagement and customer satisfaction is well established, making this a business problem, not just an HR one….

Target Your Prospects With Programmatic Ad Buys

Deciding where to place a job ad is an important decision; it’s based on how best to get your ad in front of good candidates. For example, if you were looking for a medical technician in Arizona, you’d traditionally place the posting on job boards used by Arizona-based medical technicians. All advertising used…

A Simple Way For HR to Plan for the Retirement Tsunami

A popular topic is the possible tsunami of retirements which could leave our organizations desperately short of talent. It’s a delicious topic because either you’ll be one of the retired sitting on the beach saying “Not my problem,” or else you’ll be rapidly promoted as the organization attempts to fill the vacancies. But…

Technology Brings Alive the Yin-Yang of Management

HR technology is usually about automation, however sometimes HR tech is used as a way to deliver content. I’ve written previously about Sustrana which has lovingly put everything leaders need to know to run corporate social responsibility projects in one place. Polarities Partnerships has done something similar in taking one of the most…

Leveraging HR Analytics: Better Productivity From Some Telltale Donut Bags

Editor’s Note: This is an excerpt from the book It’s All About Bob (bie): Strategies For Winning With Your Employees, published by The Workforce Institute at Kronos Incorporated. By David Creelman When we hear the phrase “HR analytics” it sounds very, well, very uninteresting. You may also think it’s a technical subject, suitable only for people who find statistics fun….

Tech Insights: With a New HR Initiative, How Will We Know If It Works?

The classic model for HR analytics is that you have some kind of data warehouse and you use it to answer a business question. In other words you start with the data at hand and then you find the answer. However, a big part of analytics works in the opposite direction. You don’t…

Tech Insights: Can Analytics (or Culture) Really Trump Politics?

Ten years ago, one retailer was far ahead of the curve on analytics. It built a skilled analytics team the likes of which most of us would envy today. However in the end the team was disbanded. The organization’s leaders felt their deep expertise in retail trumped anything analytics could tell them. Furthermore,…