In 2014, I was the Program Chair for the inaugural Predictive Analytics World for Workforce. At the time, it was quite difficult to find presenters with interesting Case Studies that had any measurable results. In the two and a half years since then, I’ve been struck by the incredible progress in HR and the workforce.
Next year’s conference is close to fully booked with interesting and advanced Case Studies (and it’s not until May).
As we look into 2017, we wanted to share our 2017 predictions with you for this high momentum area that we are so proud to be a part of.
- There will be an explosion of big data talent acquisition solutions claiming to “predict” if this or that candidate will be perfect for your business.At the same time, businesses will begin to realize these claims might be too good to be true.
- Businesses will demand their HR teams implement predictive analytics to solve employee related problems that exist outside of HR.
- HR (and the workforce in general) will begin to embrace machine learning for areas like talent acquisition.
- Industrial and Organizational (I/O) Psychologists will increasingly embrace data science concepts and methods, bringing a companies data scientists and I/O Psychologists closer together.
- The industry will see more integration between Applicant Tracking Software and solutions that deliver Predictions as a Service.
- Executives will begin embracing concepts like employee lifetime value and will begin learning how to understand their employees as profit centers vs. cost centers.
- HR’s interest in predicting “flight risk” will evolve from predicting flight risk for existing employees to predicting flight risk before you even hire them.
By Greta Roberts @gretaroberts