Analysis Paralysis!!

Analysis Paralysis!!

Over the last few months I have posted numerous posts about staffing matrixes. The main point was to not over analyze or get so caught up in the different stats and matrixes that you forget the who, what , when , how and why of the numbers. Well there is another potential problem with having too many matrixes that is “Analysis Paralysis”. Meaning you have so much info that you have no clue were to start. Worse the info contradicts each other. Remember stats and numbers can be made to show whatever you want. For every stat that shows a problem there is one showing there is not. When you get so immersed in matrixes, and stats that you are not sure what to do you have essential entered a states of paralysis, and you end of stuck. Hence why I always say simple is better. Utilizing simple matrixes designed to only find the most important stats and then finding out the who, what , when , how and why of the numbers, helps you to steer clear of “Analysis Paralysis”.

Comment by Ryan Leary on September 25, 2012 at 7:34pm: "Utilizing simple matrixes designed to only find the most important stats"

What is your recommendation on what the important stats are?

Comment by Jerry Albright on September 26, 2012 at 8:39am: One of the most important items to track is simple: Are you making presentations all day, every day? Either presenting your job to a potential candidate - or vice versa? This is the foundation of success in recruiting. Everything else is just filler info - social "reach" < phooey! Size of database? < who cares? Klout score? < Irrelevant.

Unless you are planting seeds daily - you'll never harvest anything.

Comment by Dean Da Costa on September 27, 2012 at 8:52pm: The most important stas are going to depend on the what the position you are trying to measure does, and what they have at least 50% comtrol over. Example a sourcer who is asked to do nothing but fill a pipe, for someone else to read and decide which should be called, should be measured on throughput, meaning how many of the profiles/resumes they find that get called.

Comment by Will Thomson on September 28, 2012 at 11:06am: Great blog Dean. I think sometimes companies and people get too bogged down with metrics. Many of them are useful, others just are irrelevant. Did you get the position filled? Was it the right candidate?