{"id":1100,"date":"2019-02-15T10:31:58","date_gmt":"2019-02-15T07:31:58","guid":{"rendered":"http:\/\/kusuaks7\/?p=705"},"modified":"2021-07-19T20:41:15","modified_gmt":"2021-07-19T20:41:15","slug":"how-do-you-know-the-candidate-profile-you-are-reviewing-will-stay-in-your-organization","status":"publish","type":"post","link":"https:\/\/www.experfy.com\/blog\/bigdata-cloud\/how-do-you-know-the-candidate-profile-you-are-reviewing-will-stay-in-your-organization\/","title":{"rendered":"Talent Analytics: The Art of Predicting Employee Retention"},"content":{"rendered":"

Situation \u2013 Companies often complain about involuntary attrition. This translates into the ballooning cost associated with losing talent. Hiring an individual from a top university or a company does not guarantee retention. If talent is not compatible with the organizational culture, processes or business, it translates into tension, job dissatisfaction, estranged relationship and ultimately attrition.\u00a0<\/span><\/p>\n

Complication \u2013 It is often said that the first step of talent management is to focus on recruitment. If you bring the best talent, you get the best return on your investment. However, we all know best talents do not guarantee retention. In fact, the best talent is of little use if it is not compatible with your organizational culture.<\/span><\/p>\n

This is because organizational culture is formed by people who love to be in their job and the people around them. So we hear two words here \u201cJob\u201d and \u201cPeople.\u201d If we want people to stay, we have to provide them with compatible jobs and people around them.<\/span><\/p>\n

The million-dollar question is how?<\/span><\/p>\n

Solution \u2013\u00a0 The solution starts by following a well thought out and data science-driven approach to screen candidates. Is it possible to procure a crystal ball to predict whether a candidate you are interviewing is likely to stay a certain number of years? The answer is yes, you can. However, such predictive capability requires first digging the gold mine of data at your disposal.\u00a0<\/span><\/p>\n

Your existing data can help you find if a candidate is likely to stay in the organization or not.<\/span><\/p>\n

Here is the proposed solution.\u00a0<\/span><\/p>\n

The easily available data source for present and past candidates (many of them would be present and past employees) is their resumes. In a social media-driven world like ours, we can easily pull information about their skills as well. In case an organization has a database system in place, the same set of information can be easily translated into a dataset by requesting candidates fill an online form on the career section of the company website.<\/span><\/p>\n

Information like the number of years of education, number of organizations worked for, number of positions held in the past, and age can be easily translated to a score for every employee. Let\u2019s call this the \u201cEmployee Score\u201d.\u00a0<\/span><\/p>\n

Besides this vital data, organizations collect more data regarding their people. This includes but is not limited to:<\/span><\/p>\n