This document discusses predictive analytics for human resources and recruitment. It introduces Joberate, a company that uses machine learning to analyze people's digital footprints and job-seeking behaviors to provide insights for companies. Predictive analytics can help companies reduce attrition, improve workforce planning, and enhance talent attraction. Examples of questions predictive analytics can answer include how likely someone is to succeed in a role or leave a job, and what candidates are most suitable for openings. The human capital management technology market is large and growing, as predictive analytics provide value in retaining employees, forecasting needs, cutting costs, and gaining competitive advantage for talent.

1. 1
Gain actionable insights from job-seeking
behaviors of the global workforce
Predictive Analytics for HR and Recruitment™
11 April, 2014

2. Introduction 2
Michael Beygelman
CEO, Joberate
• Global president of recruitment process outsourcing (RPO)
business for Adecco Group (called Pontoon)
• Executive director of HR Services and Technology Association
(used to be called HROA)
• COO of Careerbay, a recruitment technology startup – merged
with JWG Associates and sold to TMP Worldwide in 2001
• 18 years of experience in HR and Recruitment field, working with
startups, private companies, and global public companies

3. About our company
Our mission is to help society
better understand job-seeking
behaviors of the global
workforce, one human being at a
time
• Machine learning technology platform
based on web services (and API) predicts
changes in people’s job-seeking
activities, their
causality, timing, locations, etc.
• Companies gain actionable insights by
tapping the digital footprint of the global
workforce, to help companies reduce
employee attrition, help with workforce
planning and talent attraction
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4. Interesting parallel: CBS hit show Person of Interest 4
Governments use Big Data in national security

5. What is Big Data?
• Not looking for a needle in a
haystack (that’s easy)
- Looking for a unique piece
of hay in hundreds of
millions of haystacks
• Differs from tradition data in
three main ways (three V’s):
- Volume
- Velocity
- Variety
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6. Predictive Analytics increase the value of HR 6
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?

7. Best (non-HR) example of a Predictive Analytic 7

8. 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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9. 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
• Understanding job-seeking behaviors
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10. Big Data is also a popular topic for making jokes 10
Only kidding

11. I think     
11Big Data has become a disruptor for HR
I know
Investment Flow
A constantly evolving data stream that is “external” to current HR systems has tremendous potential
(current state) (future
state)
HCM: Human Capital Management

12. Companies need to track external people data 12
Age of corporate dominance Age of knowledge workers
Attractpeopletofollowyou
Startfollowinginterestingpeople
Cultural shift has created demand for HR tech to help companies make this critical transition

13. The Predictive Analytics lifecycle 13
Complements of the SAS Institute

14. One practical example of how “predictive” works
• Input, import, or
connect to engine via
API (batch or real
time)
• Minimum 2 data points
are required
Person’s
information
• Validates the person
of interest using paid
data sources
• Tracks up to 6,000
data points, including
social data
Machine learning
engine
• Feed existing HR
applications with data
via API (or Widget)
• Use our analytics
portal (SaaS portal
also has light CRM
features)
Display predictive
analytics
14
Using Joberate technology as an example

15. A simplified example of an analytic (in HR context)
• 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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16. A simplified example of a Predictive Analytic 16

17. Valuable questions answered by Predictive Analytics
• The following answers, and more, can be obtained about a person, a group of people, or cross-
referenced with other data, to show relationships or trends.
- How likely is someone to succeed in a given role? A specific workgroup? A specific culture?
- How likely is someone to leave their current jobs, and when?
- Matching potential job-seekers to suitable job openings.
- Which company is a person likely to be interested in working for?
- Within a company, what is the potential talent gap (exposure) for a specific position or department or location?
- What is potential economic (cost) exposure for a company as a result of attrition?
- How likely is someone to become an active job seeker?
- Which candidates should recruiters contact first, when, how?
- What geography is the person likely going to look for work in?
- JScore™ - a new FICO-like score that is an indicator of a person’s suitability for a given context
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18. About the market
• According to LLR Partners and Bersin by Deloitte, HCM technology market is
$11B-$14B, only 11% of employers have reached maturity, leaving a huge
opportunity for investment
• Time magazine estimates companies lose $350B a year on employee attrition
• More than 70% of the workforce would entertain a conversation about a new
job, leaving companies exposed to risk of attrition
• Companies spend over $150B on corporate recruiting (advertising, search,
interviewing, assessment, employment branding, etc.) according to Forbes
magazine, which in itself represents a huge market
• According to the Talent Board, average number of applicants per position
increased from 85 in 2012, to 205 applicants in 2013, costing companies
Billions
• Joberate’s predictive analytics solve high-value business problems:
- Retain valuable employees
- Predict future workforce needs
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- Save time and cut recruitment costs
- Competitive advantage for talent

19. HCM Tech Startups Grab $600M, 208 Deals in 2013 19
Source: CBInsights
Portfolio of VC backed firms (+24.6%) outperforms NASDAQ
(+15.6%)

20. Huge market, red hot, and predicted to grow
• Several big name deals have been done recently
- Oracle buys Taleo for 1.9B USD
- IBM acquires Kenexa for 1.3B USD
- SAP acquired SuccessFactors for 3.7B USD
• But the below deals have been done just in the past two months
- SAP acquires Fieldglass
- WorkDay acquires Identified
- LinkedIn acquires Bright
- Monster acquires TalentBin
- Monster acquires Gozaik
- Monster acquired Talent Fusion
- Yahoo acquires Vizify
- CareerBuilder acquires BroadBean
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21. 21
Michael Beygelman, CEO
[m] +1 617 304 6509
[e] michael@joberate.com
[t] @beygelman