1) The document discusses how predictive analytics can help human resources (HR) and recruitment functions. It describes how predictive models can forecast things like which employees may leave a company, who should be prioritized for open roles, and ideal times to contact candidates. 2) Traditional reporting in HR involves analyzing past data, while predictive analytics uses data to forecast future events and probabilities. The document provides examples of metrics that could be tracked, like the number of profiles being monitored and how many predicted active job seekers actually change jobs. 3) Near-term focus areas discussed are retaining existing employees and improving recruiting. The benefits highlighted are early risk detection, talent planning, and gaining a competitive advantage through predictive insights.

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Person of Interest meets Recruitment
Predictive Analytics for HR and Recruitment™
Austin, TX: March 7, 2014
Tweet questions and comments to: #WeFollowYou

2. Joberate leadership at TalentNet Interactive
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Michael Beygelman
CEO
• 18 years Recruiting & HR leadership experience, public, private, startup, turnaround
• President of recruitment process outsourcing (RPO) business for Adecco Group
• Executive Director of HR Services and Technology Association (formerly HROA)
• COO of Careerbay, recruitment technology startup (merged with JWG, sold to TMP)
Aki Kakko
Co-founder, Head of Product
• Product innovator and serial entrepreneur, mission to disrupt recruitment and HR
• Invent, speak, blog and tweet recruitment, and HR technology evangelist
• Considered one of the leading gurus in social media

3. A one slide shameless plug about our company J
Our mission is to help society better
understand job-seeking behaviors of
the global workforce, one human
being at a time
• Developed machine learning
technology platform based on web
services (connect via API)
• Helps companies gain actionable
insights from the digital footprint of
the global workforce
- Save time and cut recruitment costs
- Retain valuable employees
- Predict future workforce needs
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4. Big Data (in context of HR) is in the news
• A lot of interest in
leveraging Big Data
• Predictive Analytics are an
evolution from traditional
data analysis
• In context of HR and
Recruitment, the
possibilities are limitless
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5. Areas in which Predictive Analytics can help HR
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Only kidding

6. Areas in which Predictive Analytics can help HR
Most industry solutions focus on new applicants and existing employees
• Assessment: mindset, skillset, cultural fit
• Development of job descriptions
- Ideal personality in context of target job
- High potentials, leadership development
• Potential behaviors
• Team development and alignment
• Knowing who is likely to switch jobs, when
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7. Context: Reporting vs. Predictive Analytics
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Predictive Analytics
• Predictive models (i.e. credit score, life events)
• Probability of events and/or their timing
Data Analysis
• Statistical analysis, and relational models
• Understanding cause and effect
Dynamic Reporting
• Aggregate view of data sources
• Benchmarking or validation
(Traditional) Reporting
• Measure results
• Efficiency, compliance
• What is happening
now?
• Why did it
happen?
• What happened?
• What can
happen?

8. I think à à à à à
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Social data has become a disruptor
I know
Investment Flow
A constantly evolving data stream that is “external” to HR systems, creates enormous opportunity
(current state)
(future state)

9. Companies need to track external people data
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Age of corporate dominance
Age of knowledge workers
Attractpeopletofollowyou
Startfollowinginterestingpeople
Cultural shift has created demand for HR tools to help companies make this critical transition

10. A simplified example of an analytic
• Based on internal
historic data (e.g.
known data)
• Often built on
relational models
• Batch oriented
nature (e.g.
produces results
at time of report)
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11. A simplified example of a predictive analytic
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What we’ve decided to focus on in the near term
Social data streams have (so far) left some basic problems unsolved by HR technology
HR Business Function
Existing Employees
Recruiting
Pain Point
(Problem Statement)
More than 70% of the workforce
would entertain a conversation for a
new job, leaving companies exposed
to leavers and vacancies
Other than skill and experience,
companies have limited insights about
which people should be contacted first,
or even when
Opportunity
Know if people are active job seekers
Know the ideal time to contact a person
Benefits
• Early detection of employees at risk
• Identify possible mgmt. issues
• Real-time talent planning
• Gain competitive advantage
• Reduce cost, save time, gain focus
• Follow interesting people

13. 13
Select metrics
The development of a hard dollar business case for Predictive Analytics
Data points
January
February
%Change (+/-)
Profiles being tracked
5,269
6,799
+29%
Jobseekers predicted as
Active and Semi-active
857
1,082
+26%
Conversion
Jobseekers predicted
Active and Semi-active
who changed jobs
104/857
130/857
12% / 15% = +27% (YTD)

14. The softer side of things
Let’s imagine what is possible, and how Predictive Analytics might shift a paradigm
• What if there was a simpler/organized way for recruiting departments to
follow interesting people, and be alerted to the ideal time to contact them?
• What if companies could automatically knew who to contact first for an
open role based on that person’s job-seeking interest level? Is the
applicant serious or just fishing? Etc.
• What if a company knew that their best employees were at risk of leaving?
• What if there was a way for people to send “signals” to targeted companies
that they (he/she) might be interested in hearing about an opportunity but
they don’t want anyone to know that they are looking?
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15. In closing
• If I stand here any longer, we will begin talking
about morals, big brother, privacy, and a host of
other topics that will kill the rest of the day L
• So, simply…thank you!
• Let’s have some Q&A not about the first bullet
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