Predictive analytics show potential for employee retention and recruitment

By Cort Olsen

Published July 5, 2016 12:56 AM EDT Updated July 18, 2016 11:29 AM EDT 4 Min Read

Improve the analytical skills of the HR function.
Ensure that data is clean, organized and ready for analysis.
Keep projects focused on solving key business problems.
Maintain rigor; do not confuse correlation and causation.
Strike a balance; perfectionism is a drawback.
Seek small wins at first.
Establish cross-functional cooperation for data gathering, storage and analysis.
Reassure staff that analytics is an aid to human decision-making, not a replacement.
Understand the legal and ethical complexities of employee monitoring.

Former associate editor

Olsen is a former associate editor of Employee Benefit Adviser.

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