Really appreciate the article, Cole, Jin and Ben, it was a very interesting read!
One challenge I might have to the notion/ chart supporting that "People Analytics roles have been decreasing recently" is the following... There seems to be an assumption made here that the citing of "people analytics" in job descriptions of non-people analytics titles therefore indicates that they are then in a "people analytics position". An alternative interpretation could be that the job duties of other adjacent roles (ie. HRBPs) have simply been requiring more analytics capabilities in order to drive more strategic partnership with the business as analytics becomes more expected (ie. versus these folks wearing multiple hats including People Analytics at the company). The drop therefore in mid-2022 could be attributed to the overall plateau of new HR roles being added in the market in general; domain switching, etc. and potentially even a pendulum swing towards the core People Analytics teams taking more on in terms of driving adoption directly to business users through tech advancements. At the end of the day, the People Analytics titles in my opinion would seem to be the primary indicator, and given that those did not decrease, but only plateaued leads me to question this a bit. And if truly the function was seen as a luxury to start cutting (which I actually don't disagree with), I might then expect to actually see MORE generalized analytics keywords in job descriptions as a way to decrease costs. Just wanted to share some thoughts on this... again great work and thanks for sharing!
Love the effort to answer these hunches and subjective observations the way a people analyst would - with data!
One aspect of the analysis left me hungry for more. From the get go, these observations are framed as "people analytics" phenomena, and the burning question that I kept coming back to was: are they?
Is what's being observed and analyzed here unique to People Analytics? or is it a mere reflection of broader trends in the HR talent market (the inclusion of both People Analytics titles and responsibilities didn't help that distinction)? or perhaps even broader trends in the entire talent marketplace (entry level positions being eliminated withe the onset of generative AI)?
Brilliant work. It's really great to see some evidence of what our guts have been telling us. Thanks for doing this and sharing it!
Well done, team! I've definitely felt this. Time to ramp up and leverage better ROI cases.
Fascinating piece of work!
Really appreciate the article, Cole, Jin and Ben, it was a very interesting read!
One challenge I might have to the notion/ chart supporting that "People Analytics roles have been decreasing recently" is the following... There seems to be an assumption made here that the citing of "people analytics" in job descriptions of non-people analytics titles therefore indicates that they are then in a "people analytics position". An alternative interpretation could be that the job duties of other adjacent roles (ie. HRBPs) have simply been requiring more analytics capabilities in order to drive more strategic partnership with the business as analytics becomes more expected (ie. versus these folks wearing multiple hats including People Analytics at the company). The drop therefore in mid-2022 could be attributed to the overall plateau of new HR roles being added in the market in general; domain switching, etc. and potentially even a pendulum swing towards the core People Analytics teams taking more on in terms of driving adoption directly to business users through tech advancements. At the end of the day, the People Analytics titles in my opinion would seem to be the primary indicator, and given that those did not decrease, but only plateaued leads me to question this a bit. And if truly the function was seen as a luxury to start cutting (which I actually don't disagree with), I might then expect to actually see MORE generalized analytics keywords in job descriptions as a way to decrease costs. Just wanted to share some thoughts on this... again great work and thanks for sharing!
Love the effort to answer these hunches and subjective observations the way a people analyst would - with data!
One aspect of the analysis left me hungry for more. From the get go, these observations are framed as "people analytics" phenomena, and the burning question that I kept coming back to was: are they?
Is what's being observed and analyzed here unique to People Analytics? or is it a mere reflection of broader trends in the HR talent market (the inclusion of both People Analytics titles and responsibilities didn't help that distinction)? or perhaps even broader trends in the entire talent marketplace (entry level positions being eliminated withe the onset of generative AI)?
Would love to see this addressed in part two :)