Talent Analytics Corp
Greta Roberts, CEO Talent Analytics, Corp.
Talent Analytics uses data gathered from our own proprietary talent assessments as an input variable to predict hiring success – pre-hire. We treat this dataset just like any other dataset in our predictive work. We are careful to analyze it for a strong (or weak) correlation to actual job performance. Our theory? If there is
Employee Tenure in a “Survival Analytics” Framework With a cumulative cost curve in hand, we now turn to evaluate attrition. We hope to illustrate a far more intuitive and useful visualization than the popular business metric, annual...
Talent Analytics, Corp. has a unique approach to workforce predictive analytics. At our firm, we measure success by how our projects quantifiably benefit the Line of Business. We watch it, track it, and report success. Our algorithms...
Today’s business executives are increasingly applying pressure to their Human Resources departments to “use predictive analytics.” But this pressure isn’t unique to Human Resources, as these same business leaders are also pressuring Sales, Customer Service, IT, Finance,...
Corp recruiters have a very important and difficult job. They predict who will be a top performer in certain roles and protect against non-performers getting inside the business ecosystem. We rely on their ability to make constant...
In anticipation of his upcoming Predictive Analytics World for Workforce conference presentation, Predictive Job Maps – Modeling an Entire Workforce with a Tree of Models, we interviewed Pasha Roberts, Co-Founder and Chief Scientist at Talent Analytics, Corp. View the Q-and-A...
Over the course of their careers, many employees develop skills and new interests, and move between roles in their organizations. Over time, their movements build pathways between job roles, creating a “map” of what kinds of people...
Human Resources Feels Pressure to Begin Using Predictive Analytics Today’s business executives are increasingly applying pressure to their Human Resources departments to “use predictive analytics”. This pressure isn’t unique to Human Resources as these same business leaders...
