Over the past 30+ years, businesses have spent billions on talent assessments. Many of these are now being used to understand job candidates. Increasingly, businesses are asking how (or if) a predictive talent acquisition strategy can include the use of pre-hire assessments? As costs of failed new hires continue to rise, recruiters and hiring managers are looking for any kind of pre-hire information to increase the probability of making a great hire.
For All of the Marketing Hype, all Predictive
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Greta Roberts, CEO, Talent Analytics, Corp.
It’s exciting to watch advances in predictive and prescriptive employee solutions. Workday recently announced the release of an application enabling employers to “identify which employee is likely to quit, and what options need to be considered to retain that person”.
Workday is not the first to announce Flight Risk Scores of current employees. Many top Talent Management solutions have made similar announcements in the past several months. It’s a step
Greta Roberts, CEO Talent Analytics, Corp.
When beginning a new predictive analytics project, the client often mentions the importance of a “quick win”. It makes sense to think about delivering fast results, in a limited area, that excites important stakeholders and gains support and funding for more predictive projects. A great goal.
It’s the implementation of the quick win in a predictive project that can be difficult. There are at least 2 challenges with using a traditional quick win approach
