Bret Beheim — senior researcher at the Max Planck Institute for Evolutionary Anthropology — posted a great GIF animation of the response to his research survey. He calls the figure citation gates, relating the year of scientific publication to the likelihood that the research materials are published open-source or accessible.
To generate the visualization, Bret used R’s base plotting functionality combined with Thomas Lin Pedersen‘s R package tweenrto animate it.
Bret shared his R code for the above GIF of his citation gateson GitHub. With the open source code, this amazing visual display inspired others to make similar GIFs for their own projects. For example, Anne-Wil Kruijt’s dance of the confidence intervals:
Applied to a Human Resource Management context, we could use this similar animation setup to explore, for instance, recruitment, selection, or talent management processes.
Unfortunately, I couldn’t get the below figure to animate properly yet, but I am working on it (damn ggplot2 facets). It’s a quick simulation of how this type of visualization could help to get insights into the recruitment and selection process for open vacancies.
The figure shows how nearly 200 applicants — sorted by their age — go through several selection barriers. A closer look demonstrates that some applicants actually skip the screening and assessment steps and join via a fast lane in the first interview round, which could happen, for instance, when there are known or preferred internal candidates. When animated, such insights would become more clearly visible.
The magazine of Tilburg University — Univers — recently interviewed me on my PhD research on People Analytics and data-driven Human Resource management. The Dutch write-up by interviewer Ron Vaessen you can find here, but is unfortunately available in Dutch only.
I have also dedicated several blogs to more background information. A small extract on the ethics of people analytics and machine learning in HR I posted here. Those interested in visualizing survival curves like I did can see this post. Curious about the cover design, read this post.
Talent.Works is back, elaborating on the applicant characteristics that relate to landing an interview. While the majority of applicants has a meager ~2% chance of getting invited to an interview, some applicants do way better! What accounts for their success?
Analyzing 4000+ applicants, Talent.Works found 13 factors that related to getting an interview.
There are some things outside of the applicants’ control:
Young applicants have higher chances (+25%).
Women applicants have better chances (+48%).
Applicants with a second degree have better chances (+22%).
Fortunately, applicants can boost their interview invitation rate using the following tricks:
Apply on Monday (+46%), between 6 AM and 10 AM (+89%), and within the first four days (+65%).
Start sentences with action-related verbs (+140%).
Use numbers to demonstrate impact (+40%).
Use occasional buzzwords / jargon (+29%) and skills (+59%).
Use leadership-related words (+51%) and avoid overusing words related to teamwork and collaboration (-51%) or personal pronouns (-55%).