People Analytics demystified — Part 3: P-value

Imagine this: You look at your population of Oxford graduates, and compare their on-the-job ratings with non-Oxford alumni. You see that Oxford grads have, on average, higher on-the-job ratings. Does this allow you to conclude that Oxford grads are better lawyers? Well, it depends on the p-values of this data set.

And this is what we’ll cover in this week’s instalment of the People Analytics Demystified series.

Are Trainee Lawyers A Burden? A Business Perspective

Law firms need trainees like a society needs children. Yet in an era of increased lateral movement of associates and partners, the importance of a firm’s homegrown talent is often underestimated. Successfully recruiting and retaining trainees is a key factor in a firm’s success, not only in financial terms, but also when it comes to building a home-grown cohort of new company leaders.

Do your interviewers get it right? Quantify real interview success

In recent years, there has been a significant increase in the number of tools used to help assess candidates, including personality tests, cognitive tests, and gamification. Notwithstanding the insights these tools may yield, interviews are still at the core of recruitment, and especially of the final decision. However, little has been done to assess how effective people are at conducting interviews, and whether they are able to correctly make the critical hiring decisions.