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#3
10-31-2016, 08:03 AM
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Lots of homies just gettin back from the store. TD still here, still crootin. Gettin close to makin big plays on this 12 pop soivah.
Send a tell to an officer in game | ||
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#9
11-06-2016, 11:20 PM
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Guild Resources: From Art To Science
One area in which Thunderdome has deployed predictive analytics with great efficacy is Guild Resources (GR). For a long time, identifying talent gaps and choosing the most suitable candidate was more of an art than a science. Recruitment officers would review credentials, connect with references and put prospects through multiple (often redundant) rounds of interviews. In the end, though, many decisions would be made primarily on intuition and gut feelings. Today, guilds can draw from a much more sophisticated toolbox. Recruitment officers are long accustomed to using analytics to spot deficiencies in their current raidforces — looking at the past to try to create a better future, which necessarily entails using possibly outdated and stale information. But solving problems after the fact keeps GR in reactive mode. The new imperative for guilds is to use predictive software to make the most of real-time data to identify challenges before they even happen — mitigating the revolving-door effect and helping ensure that top performers stay on, for example. This is crucial because finding a replacement for an active raider who departs can cost a guild more than that person’s annual DKP — a fact with consequences for a guilds dkp system, given red's 2016 average turnover rate both with guild hopping and outright quitting the game. Predicting how likely it is for player to depart is “critical given dropping unguilded numbers and growing demand for desirable or highly skilled raiders,” said Kilinitic. “In addition, onboarding processes for new guildmates can be costly, adding to the importance of retaining valued raiders.” Say, for example, that analysis shows that raiders with advanced tactics in a certain field such as CH chains are prone to guild-hop, in response to strong market demand for their services. An GR department can then determine whether hiring people with those skillsets makes economic sense. Could recruiting candidates with no prior raid experience and subsequently training them deliver a better ROI than recruiting candidates who have the requisite experience but bring a long server history with them? | ||
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#10
11-07-2016, 05:35 AM
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Using Data To Mold Career Players
But what can data-savvy officers do with guildies who already raid for a guild? Officers can now use analytics to proactively manage rosters. Armed with knowledge that a certain raider is likely to leave, someone from the company can approach him and offer him a role that the data shows is more likely to engage him in the long term. Data sets for these purposes might start with basic information about guild history, level, raid experience and loot interests, all pulled from forumquesting and sites such as p1999 magelo on the wiki. Then there’s information that a guild collects itself. This information might pertain to raid performance, guild engagement and character development, as well as to a guildie's achievements and the recognition he has earned for them. Obviously, the larger the data set, the easier it will be for the predictive analytics to make correlations. The future of the red belongs to those who can best predict it — and those people will be the ones who have the data and know how to use it. We’re in an era of uncertainty, where guilds are under pressure to change rapidly and aggressively. Recruitment officers and other C-suite inhabitants who know what’s good for them will learn to defer, or at least listen closely to, those people in the guild structure, in whatever capacity, who can see into the future — with dramatic effects for the bottom line. | ||
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