graphic for The 2019 Index of Intelligent Technology in HR Tech

 

photo of feet wearing sunglasses and lipstick with text across photo.

It’s pretty clear that the credibility of internet content is declining at a rate that is proportional to the rate of its availability.

Today, I saw a tweet that said people hired through referrals are 20% less likely to quit. The tweet was from one vendor who referenced an article by a different vendor as the source. That article referenced an infographic by a third vendor as the source. The infographic referenced a fourth vendor’s study.

The vendor’s study unearthed (shockingly) lots of data that supported their view of the world. Imagine how low their opinion of the practitioner must be.

The rate at which people consume internet content is declining even though there is a massive increase in the amount of available content. It’s pretty clear that the credibility of internet content is declining at a rate that is proportional to the rate of its availability.

More content = less credibility.

I’ve encountered situations in which it was very clear that the actual meaning and relevance of the material mattered orders of magnitude less than the click and the data. I was once handed a document described as ‘our best white paper’. It was unreadable and made almost no sense. When I pointed this out, I was surprised to find that no one on the team that published the material had actually read it.

I probably shouldn’t have been surprised.

I have this romantic notion that the content a company publishes is a direct reflection of and on their brand. My view is that publishing crummy content results in a crummy reputation. But, I’m clearly out of phase.

We live in a world where the click matters more than what you had to do to get it.

In the highly competitive niche (HR and Recruiting Technology), all eyes are on the  lead flow. (This, in spite of the fact that renewals are where the money is.) Meanwhile, practitioners (who could and probably should be the focus of all of this bluster) face a rising sea of noise with actual useful information being harder to find.

At Key Interval, we are working to understand and illuminate the world of the practitioner.

We are working to see what it is like to be a practitioner. We want to know what they do, not what happens to them if they try a different approach.

Before we even begin to think about what’s best, we want to understand what’s standard. ‘Best’ makes the assumption that we know better. Without knowing a lot about what your business is, where you’re located, how the organization is capitalized and how many people work in the organization, telling you what’s best is the height of arrogance.

But, your life may be improved and your sense of proportion maintained if we can tell you what other people do in your situation. We’ll leave the illumination of your imperfections to the person in charge of that in your personal life.

Between haughty consulting and free content whose value gets closer to zero every day, it’s hard to find trusted sources.We are striving to create a reliable source of insight and utility. I hope you find both the HRExaminer and Key Interval Research to be an oasis. We want to be the place you come to think about things.

 

graphic for The 2019 Index of Intelligent Technology in HR


 
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HR Tech Weekly: Episode #8: Stacey Harris and John Sumser

HR Tech Weekly Episode 8 with Stacey Harris and John Sumser.

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