At Effectus, we’re celebrating our second birthday

Between us, we have close to 150 years in the industry: but these two years have been extra special. Why?

Our clients embraced our unconventional approach – and we’re thrilled it has paid off for them with real business results.

At Effectus, we pride ourselves on being a rare breed of people specialists who reject fuzzy outcomes, with a staunchly data-driven approach that shifts metrics like ROI, profit, injury rates and staff turnover.

Working to drive the performance of people, leaders and entire organisations, we are most proud of our relationships with our incredibly diverse clients across the world.

Effectus Birthday Infographic

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Safety in numbers: data analytics and smarter risk management

Queensland’s new industrial manslaughter laws highlight how today’s corporate leaders are being held personally accountable for workplace safety. So, how can you get on the ‘front foot’ to ensure the safest environment?

Coming off the back of several accidents, including the tragedy at popular theme park Dreamworld, Queensland’s new penalties apply to employers whose negligence has caused the deaths of their workers, visitors to a workplace, or passersby.

Under the laws, individuals guilty of industrial manslaughter will face 20 years imprisonment, with corporate offenders liable for fines of up to $10 million. They were designed to “send out a strong message to all employers that negligence causing death won’t be tolerated under any circumstances”, according to Minister Grace Grace.

The new laws have many implications for business leaders and organisations and we encourage you to read more about them here.

However, they also beg the question: in an increasingly high-pressure environment, how do you take workplace safety – and related risk management – to new levels? How can you start moving beyond outdated approaches to build a high-performing safety culture that sees a real reduction in workplace injuries?

Data science – and specifically, predictive analytics – is perhaps the most proactive step of all. It’s about confidently choosing the safest employees upfront and building your safety culture before your workers even walk through the door.

Done well, it screens job applicants for safety risk, rapidly shortlisting candidates who will naturally be safer in the workplace.

It can quickly and reliably predict individual safety behaviours, contribution to safety culture, and likelihood of workplace injuries. So employers can simply shortlist (and then hire) the safest people to start with – all based on sophisticated algorithms and tailored safety competencies.

At Effectus, our team have helped many clients to predict, manage and improve safety outcomes, including:

  • improving organisational LTIFR by 44% within 12 months
  • increasing near-miss reporting by 71%
  • increasing safety culture and workplace hazard reporting by over 600%
  • direct reduction in worker’s compensation claim costs by over $5,000,000 per annum.

As well as protecting people and saving lives, the data-driven approach can significantly boost productivity – while injecting peace of mind when corporations need it more than ever.

Want to help protect people, productivity and peace-of-mind? Talk to us about smart shortlisting for safety.

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Predicting the next frontier in workplace safety

Has your safety record stalled? Do you keep investing time and money for diminishing returns? What if you could cut injury rates and build a safety culture – before employees even walk through the door?

Predictive analytics is changing the face of HR, using concrete data to drive recruitment and development – and deliver real business returns.

Workplace safety is no exception. For businesses struggling to move the dial on safety, predictive analytics could just be the breakthrough they need.

There is growing evidence that the decades-old 80/20 rule applies to workplace safety. While the ratio might differ slightly, it suggests the majority of a company’s safety incidents (around 80%) are incurred by just a small proportion of the workforce (around 20%) – and, more importantly, by a small number of employees involved in multiple incidents.

So what if you could screen job applicants for this risk, quickly and easily shortlisting candidates who will naturally be safer in the workplace? Now you can.

As passionate pioneers in the field of predictive analytics, Effectus has helped develop a groundbreaking tool to drive smart high-volume shortlisting, particularly when it comes to safety.

Called Predikt-r, it uses data science to reliably predict individual safety behaviours, contribution to safety culture, and likelihood of workplace injuries.

We can unlock the DNA of what makes a safe employee in a specific organisation and provide crystal clear insight into the candidates who will prove safest on the job.

It seems simple and it is: just interview people you already know will be safer. And while the method is also fast, precise and cost-effective, it’s all driven by sophisticated algorithms and tailored safety competencies.

And like everything we do, it’s built to measurably boost team and business performance. In fact, our team have helped many clients to predict, manage and improve safety outcomes, achieving results that include:

  • improving organisational lost-time injury frequency rates by 44% within 12 months
  • increasing near-miss reporting by 71%
  • increasing safety culture and workplace hazard reporting by over 600%
  • directly reducing worker’s compensation claim costs by over $5000,000 per annum.

Want to break through barriers to better safety results and risk management? Talk to us.

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Talent intelligence – the new modus operandi for savvy recruiters?

Automation, robotics and artificial intelligence (AI) are accelerating fast – and HR is no exception. So should psychologists who have traditionally helped with talent acquisition be worried?

A recent report by LinkedIn Talent Solutions (Global Recruiting Trends 2018) boldly claims that “data is the new corporate superpower”.

And frankly, we couldn’t agree more. As executive psychologists with data in our DNA, we’re serious about people strategies that deliver concrete, quantifiable business returns.

The report focuses on talent acquisition, surveying close to 9,000 talent acquisition professionals from 39 different countries. Specifically it covers the skyrocketing volume of data available and how it can be used: to predict hiring outcomes and candidate success, increase retention, evaluate skill gaps, and more.

So how does the new age of data – and AI technology that can partly automate functions like screening job applicants – affect the role of organisational psychology, particularly in recruitment?

Let’s look at screening candidates for a job. Using specific competencies, data analytics can be used to screen job applicants quickly ­and automatically ­– predicting who will be most successful in a position and separating high from low potential candidates.

Done at the front end, especially for high-volume roles, this eliminates guesswork the need to manually sort through every applicant.

That’s a huge time saving, pushing the skills and experience of organisational psychologists (like us) to where they can have the most impact. That includes:

  • Sharp insights at the pointy end of recruitment – when it comes to choosing the final candidate, particularly at senior leadership levels. The initial data provides a concrete foundation for confident decisions as well as great insights for a ‘deeper dive’ in the interview process.
  • Retention and development strategies built on solid data analytics, so they make a tangible difference to the talent pool and workforce quality.
  • Innovative, inspirational and practical leadership programs that deliver commercial returns and performance gains.
  • Executive coaching with targeted, data-based individual and business goals.

At Effectus, we see the developments in AI, data and predictive analytics as a ‘win’ for everyone: HR professionals, job candidates, employees, and business in general.

It’s about maximising efficiency, effectiveness, confidence and credibility at every stage of the talent lifecycle.

As the LinkedIn Talent Solutions report highlights, 64% of recruiters and hiring managers use data now while the majority (79%) are at least “somewhat likely” to use data in the next two years.

And it stands to reason. As the report says: “This new era of talent intelligence is a big step forward as it’s allowing talent acquisition professionals to influence the strategic direction of their companies and elevate their own careers.”

Keen to dive into data? We help you use it to get real business results.

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Data analytics, racism and recruiting: the hidden dangers and how to avoid them

Data analytics can help eliminate human bias in candidate screening – as long as you don’t fall at the first hurdle.

A recent article on Australia’s HRM website showcased a glaring example of racial bias in recruitment. It also highlighted more subtle problems, including the fact that ‘whitening’ a resume increases the likelihood of a callback.

It’s here that data analytics has a clear advantage. Done well, it can objectively predict crucial beahviours and outcomes about job applicants: including those most likely to be high-performing, low-risk staff ‘on the job’.

By using concrete data to screen candidates at the early stages, organisations can save time and money, pinpoint the right people to interview – and avoid human bias and guesswork at the earliest stages.

It can also more objectively identify the leadership potential and specific development needs of existing staff.

Sounds perfect. But there’s a catch. There’s a growing fear that biases will creep in anyway, because human bias will influence the algorithm itself.

And that’s the key: whoever creates the frameworks must know how to avoid bias. They must be specialists who can identify and rectify data distortions – and ensure discriminatory assumptions aren’t embedded from the very beginning.

It makes sense that data-driven recruitment is an exciting new frontier in HR, with incredible opportunities for efficiency and smart talent acquisition.

But to be effective – maximising validity and predictive outcomes – it’s essential to work with experts who have proven experience in both data science and organisational psychology.

In the end, data analytics alone doesn’t eliminate bias. There is a science to getting it right – and that calls for specialist know-how, clarity and a trained eye for potential pitfalls.

Want to get data analytics right from the start? Talk to us: experts in data analytics + executive psychology.

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Data analytics: three ‘must-knows’ for the new world of HR

It’s the endless conundrum for CEOs: how to make HR pay its way in terms of hard business results? And it’s more personal for the HR department: how to eradicate the ‘fluffy’ image problem for good?

‘Data analytics’ and ‘predictive analysis’ are HR’s latest buzzwords, promising a solution to both these problems. And with good reason. Research conducted by Massachusetts Institute of Technology and IBM has shown that top performing organisations are three times more likely to be sophisticated users of analytics in human capital management than lower performing organisations.

But for many businesses in Australia, this tests new waters. Here at Effectus Consulting, we’re passionate pioneers in the field – and we have three pieces of advice for organisations keen to take the plunge into a data-driven future.

1. Understand what it is – and what it can do

It’s complicated to get right ­but shouldn’t be hard to understand. Data analytics is simply an evidence-based approach to HR that links it to meaningful business results.

HR has collected internal data for years – but this is about collecting the right data, coordinating it well, and probing it for smart insights that drive strategy and prove business returns.

Or, as some say, it takes the “gut feel” out of HR – injecting proven logic and analysis techniques to maximise investment. It allows companies to plan and measure how to attract, retain and grow their talent to stay ahead of the competition. It convincingly guides strategic business decisions.

It proves the business return on HR programs (like ROI, profit and productivity). For example, our clients have seen results like 150% ROI within 3 months, and improved the value of their HR spend by 20%+.

Predictive analytics (mining historical data) helps model future scenarios for more accurate and confident planning. Done right, it can streamline the expensive and timely hiring processes – while maximising ‘great hires’ that enhance productivity and growth.

2. Get the right people onboard – then internalise!

Australia is still relatively new to a truly data-driven approach, with a shortage of HR professionals with knowledge and experience in data analytics and organisational psychology.

For analytics to make a difference, businesses need the right specialists to work with leaders to dive into the data, interpret it and help develop strategies to optimise their workforce and its levels of engagement. This must be tailored to match your specific business metrics, people and work environment.

As executive psychologists with data in our DNA, we’re focused on business success and growth – with a keen understanding of the people strategies that get results.

We’re also serious about avoiding ‘consultant dependence’, which holds real dangers in such an emerging field. If your business is moving towards better linking HR and data, find a consultant who genuinely wants to build the capabilities of your internal team. It’s the only way to embed this approach and its systems into your business for the long term.

3. Don’t overcomplicate or overspend

Finally, beware of incredibly costly and complex “data analytics” explanations and programs. Yes, there is a science to getting it right but that doesn’t mean it has to cost the earth or muddle your brain.

For us, it’s simply about helping Australian businesses drive their performance through their people. We provide smart organisational and leadership strategies that pave the way to crystal-clear business results.

In short, we help CEOs save money, make money and manage risks. It should be as simple as that.

Keen to get results, dive into data and keep it simple? Talk to us.

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Staff engagement surveys = Groundhog Day? There’s a better way.

According to a recent TLNT article, organisations in the US are spending around $720 million annually trying to improve employee engagement — and that’s about half of what they’ll eventually spend on it.

And what steers and measures such a massive investment? The (often tokenistic) staff engagement survey.

But there’s a way to make engagement surveys work for you, ultimately driving profit, revenue and productivity. It’s about keeping a finger on the pulse – and being open, honest and willing to change direction.

Wondering if it’s worth it?

A recent Harvard Business Review article puts the paybacks of effective staff engagement into glaring focus.

Looking at three environments that matter most to employees – cultural, technological and physical – the author analysed more than 250 organisations (based on the Fortune 100 and various “best workplaces” lists).

He found that more than half were rated poorly by employees in at least one of the three areas, and 20% got very low scores across the board. Although 23% were making strides, just 6% were investing heavily in all three — and those ‘experiential organisations’ (Adobe, Accenture, Facebook, Microsoft, and others) saw performance gains.

They were focused on long-term changes – redesigning employee experience by creating a place where people want to work every day.

And here’s the bottom line: companies that invest in employee experience outperform those that don’t. Compared with other companies, the experiential organisations are four times as profitable and earn more than twice the average revenue. Also, stock price is higher for the experiential organisations that invest most heavily in employees’ cultural, technological and physical work environments.

Pulse rate: boosting survey impact by 30+% in 12 months

Now we know it’s worth it, how do we transform staff engagement surveys from symbolic to seriously effective? Several defining factors make the difference: length, questions, relevance, integrity – and careful design that delivers rich data and leads to action.

With our passion for data-driven business results, Effectus is all about measuring what matters and developing meaningful actions to drive performance (like customer ratings, profitability, productivity and safety).

But we go further, ensuring those ‘meaningful actions’ are working before it’s too late.

Consider this scenario: You conduct a staff engagement survey annually. You receive the results, develop strategies around key pain points, and conduct an identical survey next year to determine if your programs are making a difference. If not? You’ve lost time, money and been blindsided by lower engagement ratings than before.

That’s precisely why we craft short, sharp online pulse surveys along the way to help identify red flags, take corrective action, refine strategies as needed, maintain motivation, and ensure you stay on the road to real improvements.

With results proven to increase survey impact by 30+% within 12 months, we know the secret lies in augmenting annual (or bi-annual) engagement surveys with these quick but powerful polls. It’s simply about injecting concrete confidence, rather than hoping for the best.

Want richer data and concrete confidence? Talk to us about staff engagement surveys that work for your business.



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Should Executive Coaching start paying its way?

HR consultant meeting

Executive Coaching doesn’t come cheap but ROI is rarely measured in hard data. So, do you scrap it – or keep spending and hope for the best?

The answer is neither. You find a way to measure the results so the numbers add up for your business. (more…)

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How to unleash great leaders – and killer commercial ideas

Leader spelled out with wooden blocks

Businesses dedicate big budgets to building stronger leaders. However, in 2016 Australia’s largest ever leadership survey revealed serious shortfalls in innovation, business performance and leadership development across the country.

The Study of Australian Leadership, by the University of Melbourne’s Centre for Workplace Leadership, found more than 40 per cent of organisations fell short of their of performance targets for return on investment and profitability. (more…)

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