{"id":10931,"date":"2017-10-05T10:51:46","date_gmt":"2017-10-05T10:51:46","guid":{"rendered":"https:\/\/www.proprofs.com\/c\/?p=10931"},"modified":"2025-03-24T17:58:40","modified_gmt":"2025-03-24T17:58:40","slug":"employee-analytics-can-help-you-improve-talent-retention","status":"publish","type":"post","link":"https:\/\/www.proprofstraining.com\/blog\/employee-analytics-can-help-you-improve-talent-retention\/","title":{"rendered":"How to Use Data for Employee Retention"},"content":{"rendered":"

In the past few months, I have encountered quite a few HR professionals<\/a> who complained about the rising problem of involuntary attrition. While most of them were worried about the ballooning cost by losing talent, I was keen to find out the reason that makes an employee choose greener pastures. Although it is tough to find out who drives the happiness of employees at work, I have come to the realization that hiring an individual from a top university or even a leading MNC doesn\u2019t guarantee retention. When a talent is incompatible with a company\u2019s culture, processes and overall business, it leads to job dissatisfaction and eventually escalates the attrition rate. <\/span><\/p>\n

\"HR<\/p>\n

My friends from the HR industry would agree that retaining employees doesn’t come easy, I feel that the first step towards talent management is to emphasize on recruitment. When you bring the best talent, you improve your chances of boosting business ROI. Simply put, the focus should be on giving your employees what they want if you want them to stay. <\/span><\/p>\n

<\/span>Now, the million dollar question: how to make that happen?<\/strong><\/span><\/h2>\n

A well thought out and data-focused approach to screening candidates is the key to the solution. To a great extent, it is possible to predict if a candidate you are planning to bring on board will stay with the company for a significant number of years, provided you intelligently use the available data that you have at your disposal. <\/span><\/p>\n

The solution I am suggesting here is to use the existing data that will let you find out if a specific candidate will stay with the organization for a long-term or not. <\/span><\/p>\n

\"Employee<\/p>\n

The existing data source for the current and previous candidates is their resumes. In the world of social media, it is easy to find relevant information about their skills. If a company has a database in place, it is possible to translate the same set of data by asking the potential employees to fill an online form on the career section of the company website. Key details like the number of years of education, number of companies associated with in the past, number of positions held in the past can be translated into a specific score for each employee (which can also be termed as the \u2018employee score\u2019). <\/span><\/p>\n

Apart from the above-mentioned key information, businesses can collect important talent analytics data from the below-mentioned things (but certainly not limited to) as well – <\/span><\/p>\n