The term “people analytics” sounds like some kitschy buzzword that’ll be here today and gone tomorrow. But in reality, people analytics — using data about human behavior, relationships and traits to make business decisions — is here to stay. From process, to culture to overall strategy, the trendy method is driving a full-on transformation in the world of human resources.

Process Transformations

If you’re a part of a much larger organization with operations all over the world, people analytics can help your company measure efficiencies, and pinpoint locations that are especially adept at certain tasks. Once identified, those efficiencies can then be carried across all locations globally. This is exactly what happened at one global CPG brand that turned to people analytics to study a financial process that took place every month at every location. During their analysis, the people analytics team found that there was one branch that completed the monthly financial task 16% more efficiently than other locations, and in 71 fewer person hours. It’s unlikely that this global CPG company would’ve been able to recognize and duplicate this bright spot without people analytics.

Cultural Transformations

People-focused data can sometimes be just the evidence that top brass need in order to shift their behavior. At one engineering company, managers were ruling with an iron fist — creating a culture that did not fit with the organization’s goals of being an inclusive, humane workplace. After an analysis of people data, the company found that teams whose managers spent at least 16 minutes of one-on-one time with each direct report per week had 30% more team engagement. When compared with the average manager who spent just 9 minutes per week with each direct report, it was clear where and how the company needed to focus its efforts in order to drive change.

Strategic Transformations

A shift in the market or technological changes within a company’s sector are usually the catalyst for large-scale strategic transformations. But people analytics is key to implementing those transformations, as it can be used to track resources, boundaries, time use, skill sets and a host of other factors. At a financial services company, the CEO wanted to manage growth while driving his team to run leaner and more competitive in the market. Teams were being asked to do more with less, which led to stories of burnout and frustration. To combat this, the people analytics team created a dashboard for the CEO that helped him identify overworked and underworked teams, and adjust his demands accordingly.

As the workforce gets more and more casual, the dress code will continue to be a topic that garners a great deal of healthy debate. A recent survey offers some insight into what employees really think about workplace guidelines around attire.

Click here to download the PDF.

Infographic Dress Code

If you’re single and dating in 2018, don’t sweat that big first date—you’ll make your first impression long before that. Apparently, dating app profiles stuffed with pictures, interests and witticisms aren’t enough: seventy-seven percent of active daters research prospective mates on a regular basis, and of those who do, nearly half spend more than fifteen minutes digging on each and every person!

What are people looking for, what are they finding, and how is it affecting their experiences? In a recent survey of 2,000 Americans,we set out to answer these and other questions.

New data reveals trends in modern dating


In October of 2018, we surveyed 2,000 Americans who identified as actively dating, or have past experience dating.

They say the clothes make the man, and in the case of these 5 TV icons, truer words were never spoken. Here are 5 characters who would probably get a bright pink slip for their work attire in real life.

Mimi Bobeck on “The Drew Carey Show”

Every office has one. You know — that one person whose clothes have spoken volumes before they even open their mouth. On The Drew Carey Show, that person was Mimi Bobeck, and her brightly colored clothing likely caused many in the 90s to adjust the color on their sets every time she appeared on screen. Factor in the outrageous makeup, and you’ve got the perfect recipe for an HR complaint.

Fran Fine on “The Nanny”

From her nasally voice to her unorthodox parenting style, Fran Fine stormed onto TV in the 90s and defied every child-rearing norm imaginable. The most immediately noticeable rule that she broke, however, was the one that said that women on TV who were raising kids had to look wholesome. But with bold prints, bright colors and dangerously skimpy silhouettes, Fran Fine was a 90s fashion goddess. Now, we don’t think there’s anything wrong with a nanny having style and flair, but there are plenty of people who probably do.

Cordell Walker on “Walker, Texas Ranger”

Okay, hear us out here. You’re a cop. You use martial arts to take down the bad guys, right? But how can you properly deliver a roundhouse kick if your jeans are painted on? How can you keep your feet planted well enough to take a punch in slick-soled cowboy boots? Sure, the look exudes unabashed machismo, but isn’t very practical for crime-fighting. Most units would likely recommend more functional attire to Ranger Walker.

Meredith Palmer on “The Office”

Typically dressed in frumpy, old-lady outfits, Meredith Palmer would occasionally push the envelope a bit and show up at work in ensembles that were way too inappropriate for The Office. Remember that time she showed up in a short purple dress and flashed everyone? Yikes.

Samantha Jones on “Sex and the City”

There were times when public relations pro Samantha Jones hit it out of the park with her work style, and there were times when her short skirts and ample cleavage likely would have gotten her in trouble. She’s just enough of a wild card to cause the wrong kind of commotion at a traditional office.

Consultants are a great option if you need specialized talent in a hurry, but their hourly rates may leave you with severe sticker shock. Don’t be fooled, though — after you factor in overhead costs like insurance and administrative needs, hiring someone full-time to do the same job will likely be even more expensive.

Click here to download the PDF.

Infographic Consultant vs Full-Time

Let the experts at JDP help your organization develop a screening program for employees and consultants!

2018 is almost over, and most hiring has likely been tabled until the top of the new year. But when things ramp up in 2019, there are a few workforce trends that may impact your recruiting efforts. Here are 10 trends you should keep on your radar.

#1: Job hunters are mobile.

These days, Instagram isn’t the only thing that’ll make people scroll like crazy on their smartphones. 89% of job seekers use mobile platforms for their employment search. But sadly, many companies haven’t caught up with the wave, as many online applications are still pretty clunky on mobile.

#2: Paper resumes and applications become ancient artifacts.

Already a fairly pervasive trend, 2019 may be the final nail in the coffin for physical resumes and applications. Between online video and social media, candidates and companies alike are looking to tech for that all-important first impression.

#3: Job flexibility is favored.

Research shows that 65% of employees would pursue contract work if given the opportunity, and 68% of candidates say that the ability to work remotely impacted their decision to accept an offer. Employee expectations have changed, and the companies that recognize this shift will thrive.

#4: Candidates expect a good experience.

From the application to the final interview, candidates are increasingly less willing to settle for ho-hum hiring experiences. That means that going the extra mile by ensuring a super-simple way to apply and a respectful screening process is essential in 2019.

#5: Recruiting gets social.

A callback to the #2 trend on our list, paper resumes are history and digital recruiting is the future. Particularly in creative fields like art direction or writing, organizations will look more and more to social media, blogs and YouTube to find the perfect candidate out in the wild.

#6: Your employer brand matters more.

Job seekers always research companies before they apply, and if your organization has negative reviews for how it treats its people, you’ll likely scare off top talent before they even get in the door.

#7: Structured interviews are growing in popularity.

Because of the ever-changing regulations around hiring, many employers are switching to the structured interview, i.e., an interview in which the candidate is only asked a set of predetermined questions. This means that all applicants are queried on the exact same topics, in the exact same order, to ensure fairness across the board. Structured interviews are effective, objective and most importantly — legally defensible.

#8: Inbound recruiting is more essential.

Sure, HR can go out and look for qualified candidates, but with our current labor market, organizations are turning to strategies that bring candidates to them, i.e., inbound recruiting.

#9: There’s a stronger focus on “strategic alignment.”

90% of HR leaders know they need to be more strategic, but 49% of them aren’t quite sure how to get there. 2019 could be the year that closes that gap, as more organizations work to refine their hiring efforts to support business growth.

#10: HR shares the workload via “collaborative hiring.”

Collaborative hiring — a recruiting method in which both HR and other teams from throughout the organization work together to bring on talent — is predicted to really take off in 2019. It improves the quality of new hires, and greatly decreases turnover.

Britney Spears is one of the biggest music stars of all time. Since 1999, she’s consistently set the world on fire with her unique brand of dance pop, but it’s her videos that really bring her songs to life. And as a background screening provider, we couldn’t help but notice how bad her background check would be if she actually did all the things she pretended to do in her videos. So today, on her 37th birthday, we’re looking back at her five most deliciously criminal video moments.

Video: Oops… I Did It Again (2000 MTV Video Music Awards)

Crime: Indecent exposure

So this first moment technically isn’t a video, and her behavior here technically wasn’t criminal, but her 2000 MTV Video Music Awards performance makes the list for it’s pure shock value. Britney starts the performance off in a totally demure business suit and then BAM! She rips it off to reveal a nude-colored bodysuit. While sex definitely sells, we’re confident our clients wouldn’t want a gorgeous candidate who would go ripping their clothes off in the middle of an important meeting… or would they? Hmmm.

Video: Toxic

Crime: Sexual harassment, theft, trespassing

Britney is in full-on bad girl mode in “Toxic.” She starts the clip off as a flight attendant with a penchant for sexually harassing the male passengers on board. She then parachutes out of the plane, trespasses on private property and breaks into a safe. Oh, and she makes time to fit in a motorcycle ride with Tyson Beckford. She’s criminal, but efficient. Is that a transferable skill?

Video: My Prerogative

Crime: Reckless driving, trespassing

Britney floors a souped-up muscle car around a sharp curve, loses control of the car and flies into a mansion’s pool. There’s an exclusive party going on outside, but no one bats an eye as she emerges from the water and does a sexy bump and grind on the hood of the car. Britney party crashes like a boss. Imagine what she could do to amp up this year’s company holiday shindig.

Video: Womanizer

Crime: Identity theft, battery

In “Womanizer,” Britney’s guy is cheating on her, so she takes on the identities of a secretary at his job, a bartender at his happy hour and his limo driver after work, and literally beats the crap out of him all day. He had it coming, but we still wouldn’t put Britney in charge of our employee corrective action plan.

Video: Criminal

Crime: Armed robbery, carjacking, assault
“Criminal” is a modern-day take on the classic Bonnie and Clyde story, but waaaay sexier. She’s the only person on the planet who could make armed robbery, carjacking and assault look good. Since she’s good at spin, she’d probably be a pro at corporate communications.

Virtual reality (VR) is blazing hot at the moment, and its popularity will likely only grow in the coming years. In fact, a 2017 study found that 82% of all Americans are at least somewhat interested in the concept. But what does that mean for HR, and how can leaders harness the growing interest in VR to help recruit, retain and train employees? In its current iteration, we see VR being most useful in the following scenarios.


Lots of companies give their candidates a preview of the office or working environment via online video, but a virtual reality tour would enable HR to immediately interact with the candidate and provide additional insight or answer any questions the candidate may have in real time. Also, if you’re recruiting for a highly technical role, VR can provide the technology that’s needed to remotely assess the candidate’s skills and determine if they’re up to standard.


HR departments are often over-resourced, and one area that suffers is onboarding. While virtual reality setups are no substitution for human interaction during onboarding, it can certainly add a warmer feel to the process than simply relying on a stack of forms and booklets to welcome your new employees to the company. Using VR, you can introduce new hires to the organization with a greeting from the CEO, let them meet fellow colleagues and get acquainted with some of the key cultural points that drive your organization. Also, if you have a sizable number of employees who are permanent remote workers, VR can be a great way to get them integrated with the day-to-day vibe of the business.


Possibly the most important area where it will have an impact, virtual reality training presents some really positive opportunities. Through simulations, VR can recreate real-world scenarios to help employees prepare for various business situations with absolutely no risk to your organization’s reputation, clients or bottom line. VR can help your employees master customer relations, body language, listening and conflict resolution — all without miscommunicating with a key stakeholder or fudging a client request. It’s on-the-job training that’s almost as good as real-world experience. And depending on your business, that aspect alone might make virtual reality worth the investment.

Maybe it’s not an outright lie, but it’s not the whole truth, either. Job hunters have always fibbed a little to make themselves look better to hiring managers, and their fibs are pretty predictable. Here are 15 of the most common to watch out for.

  1. I’m an expert at Microsoft Excel.
  2. I led [insert project that they were apart of, but didn’t actually lead] at my previous employer.
  3. My salary is [add 10K to actual salary] at my current job.
  4. I’m fluent in Spanish. (After taking a few classes in college)
  5. I was laid off [really fired] from my last job.
  6. My current job duties include [add 5 more responsibilities than normal].
  7. I graduated with a 3.9 GPA. (actually had a 3.4 GPA)
  8. I studied at [insert university]. (when they only took one class)
  9. Yes, I live in Chicago. (when they really live in DC and are trying to relocate)
  10. I’m currently the Senior Executive in Charge of Accounting for Accounts. (title inflation)
  11. I increased revenues infinity percent! (inflating past successes)
  12. Yes, from 2014 to 2016, I worked in Payless… I mean procurement. (shifting dates/titles)
  13. My biggest flaw is that I try too hard.
  14. I was a freelance consultant for a few months last year. (unemployed, covering resume gap)
  15. I was the recipient of the 2017 Employee of the Year Award (really only nominated).

JDP’s Verification Services can help get to the truth. Contact us to learn more!

So what makes a good detective? Is it an ability to think outside the box? Is it the intuition to know when you’re being deceived? Is it a level of “street smarts” that enable you to blend effortlessly into the world around you? For the 7 legends on our list, it’s a combination of all these traits — and a few more that are a bit unexpected. In no particular order, here are the greatest background checkers of all time.

Jessica Fletcher, Murder, She Wrote

It may not have seemed that way on the show, but unassuming mystery writer Jessica Fletcher had pretty bad luck, as she was always stumbling upon murder scenes. But armed with her unmatched grandma-esque wisdom and intuition, it never took her long to solve the crimes she encountered — 60 minutes minus commercials, to be exact.

Theo Kojak, Kojak

“Who loves you, baby?” Not Theo Kojak, that’s for sure. Leveraging a wide variety of manipulative tricks during his interrogations, including false accusations and abusive behavior, Kojak would stop at nothing to crack the case. He was the first in a long line of “loose cannon” TV detectives.

Andy Sipowitz, NYPD Blue

He didn’t look like a typical tough-guy TV cop, but Andy Sipowitz’ reputation as an alcoholic bigot came with plenty of bravado that made him a master at solving tough cases. And as NYPD Blue’s run progressed, so did Andy’s views, and that personal growth made him an even better detective.

Olivia Pope, Scandal

“It’s handled!” Fast-talking and fast-walking DC fixer Olivia Pope wasn’t a detective in the traditional sense, but her ability to develop winning PR solutions from what her “gut” told her about her clients was one of her strongest assets.

Bruce Wayne AKA Batman, Batman

Sure, the 1960s TV version of Batman was a bit campy, but it did focus on The Dark Knight’s detective skills far more seriously than any other adaptation. No matter the crime, this version of Batman was able to employ his powers of deduction to get to the bottom of things.

Frank Columbo, Columbo

The mark of a master detective is one who allows the guilty party to trip all over themselves in an eventual admittance of guilt. No rough or abusive tactics, Franco Columbo used gentle patience and ferocious intellect to give the truth the space it needed to emerge.

Detective JC Williams, New York Undercover

The hip hop generation’s first detective, JC Williams understood the importance of blending with the community in order to dig up dirt on a suspect. So he embodied the style, language and attitude of New York hip hop to woo sources into trusting him.

Let JDP help your organization with its screening program. Contact us to learn more!