Open enrollment season is upon us, and with it, the eternal struggle to understand health care plans and benefits. The open enrollment period for health insurance can be a confusing and stressful time for employees. With so many options and so much information to sift through, it’s no wonder that many people feel overwhelmed.

Many employees struggle with misunderstandings regarding their health insurance coverage and are, therefore, unsure of how to choose from plans offered by employers. More than half of employed Americans don’t feel they are getting the most out of the health insurance options available to them. Add to that, not knowing where to turn for answers, and 54% of employees are left unsure of what their current health insurance offers them.

Especially with the rise of remote or hybrid work taking conversations virtual, effective communication regarding insurance benefits has never been more vital. Here’s why it’s so important.

The Doom of the Education Gap

An alarming percentage of employees, especially in a younger age range, don’t fully understand the scope of their insurance coverage. When it comes to open enrollment, few understand which plan will be the most comprehensive for their unique health needs.

44% of employed U.S. adults said they feel uncomfortable asking their HR representative questions about health insurance enrollment.

For such a large decision, many employed Americans are unsure about who to turn to if they have questions. Often, they simply continue to select the same insurance plan year after year because they’re unsure of how another plan could be more (or less) beneficial than what they currently have.

The lack of understanding, partnered with the lack of communication with their HR team, may lead to fewer benefits, higher costs, or a lack of coverage in general.

72% said they wish someone would tell them what the best health insurance for their unique situation is.

What can we glean from this information? As open enrollment season approaches, it’s important for HR professionals to be prepared to help employees navigate the process. While open enrollment can be a confusing and stressful time for many people, there are some simple steps that HR can take to make the process smoother.

First, it’s essential to provide clear and concise information about the open enrollment period, including deadlines and eligibility requirements. Secondly, ensure employees have access to resources that can help them understand their options and make informed decisions. Finally, be available to answer questions and offer guidance as needed. By taking these steps, HR professionals can help make open enrollment a less daunting experience for everyone involved. Let’s explore each one in depth.

Open Enrollment Communication is Vital

Clear lines of communication between the employer (in this case, represented by the HR department) and employee are absolutely essential when it comes to the success of open enrollment. Not only to ensure that employees have a full understanding of each plan to make an informed decision but also to ensure the employers’ thoughtful benefits are being fully utilized.

49% feel pressure to select the most expensive health insurance option to ensure they have the coverage that they need.

Employees are facing the rise of inflation, an impending recession, and overall economic uncertainty. The choices they make in their medical health are consequential to their livelihood and pocketbook. If not fully understood, they’re also not fully appreciated. As employees continue to seek higher wages, they may be leaving behind better medical coverage without their knowledge.

63% of employees say that their company’s health insurance offerings impact how much they want to keep working there.

While the ill-informed continue to make the same insurance selection year after year, it’s also the employers’ loss. Even as organizations improve their benefits, in some cases, to retain or attract employees, they could go unnoticed or unappreciated. Two-way communication between HR and your employees ensures your team understands and can take advantage of those benefits.

64% say that they would be willing to sacrifice some pay for better health insurance.

What to explain to your colleagues during open enrollment:

  • Deadlines for enrollment
  • Eligibility requirements
  • Where to find resources that explain coverage
  • The benefits and drawbacks of PPOs, HMOs, POS, and HSA plans
  • The difference between deductibles, copayments, and out-of-pocket costs

Explain Options for Informed Decisions

For example, HR pros can provide employees with a list of eligible dependents, help them calculate their monthly premium costs, and answer any questions they have about the open enrollment process. In addition, you could also provide employees with resources about open enrollment outside of the company, such as government websites or independent open enrollment counselors.

You can also help to simplify the open enrollment process by providing employees with resources such as benefit summaries, comparison charts, and contact information for benefit providers. In addition, HR professionals can provide employees with guidance on choosing the best benefits for their individual needs.

Be Ready for Questions

We’ve all heard the jokes about HR during open enrollment season. It’s not easy, and a lot of the success of open enrollment (and your employees’ continued use of company-provided benefits) falls squarely on the HR department. So how can you make it easier on yourself?

To prepare for open enrollment, HR pros should first review the employee handbook and benefits policies to ensure that they are up to date on all of the available options. To be prepared for the inevitable questions, ensure you familiarize yourself with any changes that have been made since last year. Other ideas that will make this hectic season easier:

  • Create a one-pager for employees and a more in-depth version for yourself. Keep it close at hand for when questions arise.
  • Have the number of your benefits provider(s) or broker on hand for questions that are beyond your abilities.
  • Set calendar reminders for important deadlines (or the day before) so you can ensure stragglers don’t miss out.
  • Work with a professional consultant to help it all go off without a hitch!

Managed HR Services is the Remedy

When your team is lean and your list of priorities is long, you need a way to work smarter, not harder.

By outsourcing your HR needs to PREDICTIVEHR, you can focus on strategic decisions and future planning—while we take the transactional task of open enrollment off your plate.

PREDICTIVEHR Managed HR Services gives you time to focus on strategic responses to everything else the market is throwing at you. Our team handles your department’s transactional work, such as open enrollment, so you don’t have to shoulder the burden. When your team is equipped with the properly configured benefits module of a full-suite HCM system, your organization can help employers communicate effectively and efficiently with less effort on HR & Payroll.

Ensure your organization is prepared for open enrollment and whatever else comes your way. Book a demo with PREDICTIVEHR today!

The ever-changing workforce landscape requires companies to be agile to stay ahead of the competition. In order to respond to market needs, PREDICTIVEHR has acquired The WFC Group, Inc., to become a leading end-to-end implementation services provider in Human Capital Management.

As an industry leader in workforce management software solution implementation and support, The WFC Group, Inc. provides unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical support, their services improve the efficiency of your workforce.

PREDICTIVEHR offers clients of all sizes and industries a complete HR business intelligence solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. The acquisition of The WFC Group welcomes an extension to our expert consulting services, expanding the full HR solution PREDICTIVEHR provides.

Depth and Dimension

This acquisition breeds unmatched integrations and collaboration. PREDICTIVEHR boasts a full talent team ready to deploy and a full-service platform offering a complete HR Solution: Talent Services, Implementation, HR Consulting, and Analytics.

About the Companies

About The WFC Group, Inc.
The WFC Group, Inc. is an industry leader in workforce management software solution implementation and support. We provide unparalleled, tailored consulting services throughout all stages of the project lifecycle. From needs assessment to software implementation to technical services, we help improve the efficiency of your workforce. We have served more than 1,500 clients globally across industries, including retail, manufacturing, and healthcare. For more information, please visit www.thewfcgroup.com.

About PREDICTIVEHR
Recently named as one of Inc. 5000’s fastest growing companies, PREDICTIVEHR offers clients of all sizes and industries a complete HR solution platform designed to empower HR professionals to make faster, better, more-informed decisions for their modern workforce. PREDICTIVEHR provides HR Consulting, Talent Consulting, Implementation Support, Data Analytics, and Talent Services to augment your current team, fixing any problem you may have in HR.

For more information, visit www.predictivehr.com, or check out our full press release here.

As major companies like Microsoft, Twitter, and multiple tech companies execute layoffs, employers and employees alike wonder what this means for talent acquisition as a whole. One thing is clear, even while companies conduct layoffs, their hiring needs continue.

If you’ve been in the recruitment industry for a while now, you’re probably well aware of the talent shortage. 75% of companies have reported talent shortages and difficulty hiring – a 16-year high. Currently, there are 2 open roles for every unemployed person in the US.

There’s a shortage of skilled workers in almost every industry. Whether you’re exploring new recruiting methods or considering employee layoffs, you’re making difficult choices. But these decisions are made even more complex in the environment we’ve seen in the last few years. The biggest priority for leadership right now should be preserving and hiring the right talent to carry your enterprise through the estimated continuation of the talent shortage.

This talent shortage is an opportunity to think outside the box and find talented professionals that will thrive in your organization. Use these five tips to guide the way to retain the right talent in a difficult market.

5 Tips for Hiring and Retaining Talent During a Talent Shortage

1. Avoid Fixating on Unicorn Candidates

The frustration from recruiters and job seekers alike is that the list of requirements that employers create for a job is unrealistic. This might mean crazy experience levels, endless lists of technical skills, or educational backgrounds that really restrict the kinds of applicants you receive. Holding tight to a rigid laundry list of perfection is only going to end in frustration when that unicorn doesn’t exist.

Whether you’re hiring new candidates or considering the most important employees to retain, leadership would do well to consider soft and hard skills as well as personal characteristics that are non-negotiable in attaining the company’s long-term goals. Be rigid in the goals you have set, but stay flexible in the path to get there.

2. Identify Talent Using Intelligent Solutions

The talent market is competitive, but each unique enterprise requires a unique skill set. Technology has opened up access to information, which empowers job seekers and hiring managers alike. AI recruiting and retention tools not only identify critical traits of ideal candidates but can also help identify skills in current employees ideal for achieving long-term success in your organization. The best part? These tools help to streamline the hiring and communication processes, creating a more efficient hiring pipeline and a better candidate experience. Don’t let people analytics misconceptions stop you from leveraging the tools available to you.

Explore more: Developing a Skills-Based Approach to Talent Development and Recruiting

3. Commit To Quality

Take skills-based hiring to the next level. Commit to hiring quality candidates who align with your core values and are committed to your organization’s success. Consider modeling a virtual benchmark from existing successful employees and comparing new hires and candidates to that benchmark.

Don’t limit recruiting to when you’re in need or just before a round of layoffs. Instead, you should be reviewing your existing team periodically. Use this as an opportunity to retain your top talent, coach your “silver medal” employees to the next level, and, when necessary, give the talent that isn’t a great match the opportunity to succeed elsewhere.

4. Hire People, Not Roles

Once you’ve completed an assessment of your team to map strengths and values, find people to complement your team. The outdated mentality of looking for specific experience holds companies back from hiring great talent, which is what’s really in short supply. When you’re hiring or retaining employees based on experience alone, you could risk cutting out the more valuable talent. You should be looking at candidates that have transferable skills along with the aptitude and desire to learn and grow within your organization.

5. Hire For Values; Train For Skills

When you’ve narrowed down your employable A-team, hone in on how you can develop their skills and experience.  Developing your team not only helps your company achieve its goals, but it also helps your team expand upon their skillset while increasing your employees’ retention rates. It’s a win-win situation — you can keep your best employees happy so you avoid needing to fill open roles, and your employees can learn new techniques and skills that help advance your organization.

Take the guesswork out of hiring and retention during a talent shortage. Talent acquisition tools from PREDICTIVEHR with true AI technology make it possible to identify transferable skills and desirable traits that aren’t easily identifiable through a traditional resume. Don’t risk missing out on the talent necessary to achieve your goals.

For a demo of how PREDICTIVEHR works within your hiring team, contact us today.

As the head of HR, no one knows just how difficult the hiring market is quite like you. Employees are leaving in droves with people coining it “The Great Resignation.” And now, there’s a new trend emerging called “quiet quitting,” where employees aren’t actually leaving their roles but are underperforming and giving the bare minimum due to burnout.

It’s not surprising that hiring managers and recruiters are tired. The talent pools seem to be running dry and their tried and tested tactics aren’t generating the results they expect.

What if we told you, though, that you were actually inhibiting your ability to attract and retain top talent? The very way you’re approaching recruitment can hinder your ability to find unique, qualified candidates amid the hiring climate.

Understanding Skills-Based Hiring

Skills-based hiring, as the name says, is when you base your hiring decisions mainly on a candidate’s resume and technical skills. In this approach, it’s almost like ticking off a checklist. The more boxes a candidate ticks, the better their chances of being hired. Once you’ve found that candidate that’s your type on paper, the hunt is over and an offer is extended. But, there are limitations to this method of hiring, and having a skills-based hiring process can be dangerous.

It limits your scope, right from the start.

Nearly every organization uses an ATS or some form of application parsing tool to help filter through resumes and pluck out the ones that match. With the hundreds or thousands of resumes coming across your desk, there’s no denying that you need the support of these tools to filter for basic things. But, there are ways for great candidates to slip through the ATS cracks, and for not so great candidates to find their way over the ATS hurdle and remain in consideration.

The reality is that resumes can easily be tweaked and personalized to mention the buzz words that your ATS is formatted to filter for. And in other instances, candidates can outright lie on their resume to get their foot in the door.

Now, we’re not saying that you shouldn’t lean on the candidate’s resume and skills when hiring. Resumes are, and will continue to be, an excellent way to understand a candidate’s qualifications and experience, and will always be an essential part of the hiring process. But, resumes should not be the main determinant of whether you interview or hire a candidate.

Bonus Material: Discover 10 easy ways to build out your talent pools.

Start looking at the whole candidate picture.

Resumes are limited to what they show you about an applicant; they don’t paint the whole picture but just a section of it. There is more to candidates than just their number of years of professional experience or list of skills and certifications. And the only way you’ll get to see that whole picture is by pulling them for a chat and talking face-to-face.

Once you’ve reviewed their application for the basic competencies the job requires, reach out and facilitate a conversation. This human interaction has always been a crucial part of the recruitment and hiring process. It helps you to evaluate their personality and abilities, so you can determine if they’d actually be a good fit for the role.

After all, even if a candidate hits all the boxes with skills, they might not have a work style that is cohesive with the rest of the office.

Only after talking with the candidate can you get a solid gauge on whether they would succeed within the role. What’s more, this conversation gives you the chance to determine whether the candidate has the kind of soft skills that would lead to success. Unlike hard skills or the technical skills that can be developed or learned, soft skills are interpersonal attributes that are more difficult to learn.

Recruiting for soft skills opens up your talent pool.

Hiring and talent professionals overwhelmingly agree that hiring for soft skills is crucial — 92% said so in a recent LinkedIn report. Bad hires typically are not underskilled technically, but lack the kinds of soft skills that are essential for workplace success.

So, what kinds of soft skills should you be looking for? Here are a few that employers say are most desired currently:

  • Communication — the ability to both listen and communicate with colleagues and clients.
  • Critical Thinking — the ability to analyze situations and make informed decisions.
  • Leadership — the ability to make decisions, manage situations, and manage people.
  • Positive Attitude — maintaining a positive spirit and kind attitude toward your colleagues.
  • Teamwork — the ability to collaborate with others and work toward shared goals.
  • Work Ethic — managing time well, meeting deadlines, and completing work thoroughly.

When you hire for soft skills, you’ll notice a number of benefits. One of these is the broadening and diversifying of your talent pool, since you’re no longer restricted to technical credentials. Internally, you’ll notice higher productivity and retention rates, and an easier time promoting and upskilling within your company.

All-in-all, resumes alone are not enough for you to determine whether someone is a solid hire. While they might be a piece of the puzzle, you don’t want to put all your eggs in one basket. Instead, open up your talent pool and look beyond the technical skills that a candidate provides. When it comes down to it, any employee can be taught a skill or process, but not every employee can manage their workload and communicate effectively.

Remove the guessing behind hiring and retention with the support of PREDICTIVEHR’s AI technology and advanced tools. PREDICTIVEHR helps you feel confident in your recruitment and hiring strategy, so you can forge a real connection with top talent. Our talent acquisition tools help you identify the soft skills and transferable skills in candidates that you can’t easily identify in a resume, enabling you to better understand the whole candidate picture.

For a demo of how PREDICTIVEHR works within your hiring team, contact us today.

As the candidates continue to hold the cards in the hiring market, they can afford to be picky about where they work. One thing they’re being sticklers about? Mental Health Benefits.

If you’ve been alert for the past few years, no part of this is surprising. From a pandemic, contentious presidential election, rising inflation, and now a war in Eastern Europe, the deck is stacked against our ideal mental health. Increased stress and burnout has turned into anxiety and depression.

In many cases, employers are making changes and offering more mental health benefits. But for those who haven’t yet, the question is often: Where do we start?

More on People Analytics: Kickstart recruiting efforts with this tool.

Why We Address Mental Health in the Workplace

Mental Health benefits can help employees improve their stress and coping skills while also decreasing their risk of physical illness. Along with having a generally healthier life, employees experience improved productivity. Research shows that nearly 86% of employees treated for depression report improved work performance. In some studies, it’s been shown to reduce the number of days absent as well.

Additionally, when you address and support the mental health of your staff, they’re more likely to stick around. In a 2022 survey, more than 28% of participants said they had left a job in the last two years due to the impact on their mental health. That same report shows that 55% of workers have experienced significant stress in the past year, while 38% report showing symptoms of depression. A similar number of people say lack of motivation (37%) and anxiety (36%) are making work more difficult.

Many in the recruiting space suggest those numbers are just the tip of the iceberg in just how many people are afflicted. It’s evident by the sheer volume of candidates seeking employment with companies boasting mental health benefits.

Give your internal teams the break they need: Turn to Recruitment Process Outsourcing.

Candidates Want Mental Health Support

With the market leaning heavily in favor of the candidate, hiring managers across every industry are working to figure out exactly what top talent wants. The answers range from more compensation to remote work opportunities, but a staggering number of job seekers are demanding mental health benefits as well. What does that look like in today’s work landscape?

What employees want from their employers:

  • Better work-life balance- 47%
  • More time off- 42%
  • Greater schedule flexibility- 41%
  • Workplace discussions about mental health- 37%
  • Training on topics like stress management- 35%

It’s short-sighted to assume this trend in mental health was only in response to Covid-19. Evidence shows deficits in mental health were already underway before Covid, and it’s likely they’ll continue for long after. But regardless of when it began, it’s evident that companies who address mental health will thrive.

And, your investment in mental health services won’t go to waste. Researchers find 86% of employees struggling with mental health will utilize benefits when they’re provided.

Read More: The world has evolved- so should your Employee Value Proposition (EVP).

Additional Ways Your Company Can Support Mental Health

There are plenty of ways to acknowledge a health work-life balance and encourage positive mental health. Each company is different and may require some planning to implement change, but here are a list of benefits widely available to job candidates today:

  • Access to counseling/helplines
  • Educational resources
  • Culture of mental health awareness
  • Group health plan updates
  • “Mental health days” or additional time off
  • Events/training for mental health awareness and management
  • Providing colleague connection opportunities
  • Virtual yoga/meditation sessions
  • Scheduled ‘quiet time’

In this day and age, the only wrong way to address mental health is to not address it at all. Organizations who make the effort to improve the well-being of their employees will be highly sought after by fresh talent, and improve retention of their current employees.

PREDICTIVEHR is an industry leader in addressing candidate concerns and partnering with organizations to help attract and retain top talent. For more insight on mental health benefits and other attractive employee benefits, visit PREDICTIVEHR.com

Whether due to the pandemic, the “Great Resignation”, or inflation, industries across the nation are scrambling to improve hourly employee retention. The unemployment rate is reasonably low and still, there’s a struggle to connect hourly workers with the industries that need them. In October 2021, there were 800,000 fewer fast food workers than in February 2020. So where have all the hourly employees gone?

There are a number of reasons for the decline in hourly workers, but the most common one is that they simply can’t find work that meets their needs. With the advent of the gig economy, many workers are looking for ways to supplement their income or make a full-time living outside of the traditional workforce. Additionally, the pandemic has forced many people out of work and into new industries. The result is a decline in the number of hourly workers available to fill positions.

Vanishing Hourly Workers

You’d be hard-pressed to find an organization that’s not hiring for multiple hourly positions from fast-food, hospitality, retail, and everything in between. Some made the switch to another industry they felt was more in-demand and therefore offered higher pay. Others made changes for more dependable scheduling or better opportunity.

Whatever the reason, nearly 1 in 3 hourly workers have started a new job since the pandemic began in 2020. This is 9% higher than the national average. The hospitality industry has been one of the hardest hit by the pandemic, with many hotels and restaurants shutting their doors for good. This has led to a decline in the number of hourly workers available to fill positions.

The High Price of Low Retention

To further complicate matters, the more employees that left… well, the more employees left. When one employee leaves and there aren’t candidates ready and waiting to take their place, the existing staff absorbs the duties and, therefore the stress of that open position. This added pressure to cover the void increased reports of burnout and is likely to result in increased resignations.

The high cost of employee turnover is nothing new, but it’s especially true for hourly employees. The average hourly worker costs an organization $3,500 when they leave. For some context, that’s about 2-3 months’ salary for a full-time minimum wage employee in most states.

On the other hand, even seemingly satisfied employees aren’t guaranteed to stay. A recent study found that 62% of employees report being satisfied with their employer, but 43% of those satisfied would still be open to new opportunities should they arise.

This decline in hourly workers has had a ripple effect across the economy. As businesses struggle to find enough workers to fill positions, they’re forced to offer higher wages and better benefits. This leads to inflation, as businesses pass on the higher costs to consumers. Additionally, the decline in hourly workers has led to an increase in the use of automation.

Benefits for a Modern Workforce

To put it plainly, the current system for pay and benefits is no longer serving the majority of the workforce. That shouldn’t come as a surprise to most. As the rest of the world has evolved and changed, the workforce is now struggling to catch up. As employers work to retain their staff, they are rapidly searching for ways to give support and provide value to their employees, lest they lose top talent to those who are.

Employers need to find ways to offer more than just a paycheck if they want to keep their employees around. In order to retain staff and improve employee retention, businesses need to focus on offering:

  • Competitive pay and benefits
  • Flexible schedules
  • Career development opportunities
  • A positive work/life balance

Here are additional unique benefits to consider:

Acknowledge their hard work with a gift.  With inflation on the rise and many still bouncing back from the pandemic, it’s no surprise that compensation is at the top of many candidates’ priority lists. Whether an official raise or a one-off bonus as a token of appreciation, you’re acknowledging their struggle and gifting them with the most important means to that end: income.

Provide control instead of insisting on flexibility. While more of the salaried workforce fights for flexibility, many hourly employees are requesting more of a set schedule! On-call shifts or just the uneasiness of never knowing your schedule until the day of makes it difficult for employees to relax and enjoy self-care even on their days off.

Retail and fast-food workers are flocking to positions as delivery drivers and the like due to the power to choose their own hours. Allowing some of that control to their schedule shows you value their time and makes them more likely to stick around. As an added bonus, they’ll minimize the effects of burnout in the long run.

Think outside the box. This may require some research on your part. Find out what it is your employees actually want and then implement creative ways to deliver. Catch your employees before they have one foot out the door and you can not only keep them, you’ll create a brand advocate that will increase your entire staff’s morale.

Inflation on the rise but you can’t offer a raise? Increase your employee discount.

Losing employees to jobs with immediate payouts? Change frequency of pay.

Staff shortages forcing long hours? Open an hour later or close an hour earlier.

Talent leaving for further growth opportunities? Evaluate your career pathing and empower those on a short list to a management position.

Get creative with other forms of benefits. If a raise isn’t in the cards, get resourceful and investigate other ways you can give your employees what they need. Whether it’s free food on their break or access to companywide discounts, there are plenty of little things you can do to show your appreciation without breaking the bank.

The bottom line is that retaining your employees is going to take some acknowledgment of what is causing them to leave in the first place. That’s where PREDICTIVEHR comes in. Using predictive analytics backed by real AI technology, we can pinpoint exactly why and when you’re losing top talent and make changes to prevent it. There are no cookie-cutter solution packages here. We tailor our services to each and every client because we understand that no two businesses are the same. If you’re interested in learning more about how we can help your business, schedule a call with one of our experts today.

PREDICTIVEHR uses predictive modeling to identify gaps between the current state, business objectives, and ideal state. We create strategies to mitigate those gaps and help you prioritize them.

Put an end to the great resignation in your enterprise. We also offer a centralized platform for all your HR data. This system digitizes and automates HR processes so you can focus on what’s important: your people. Schedule a demo today to see how we can help you take your HR from good to great! Get started with PREDICTIVEHR today.

An employee leaves: You hire and onboard their replacements, spend months on training only for them to leave again in a year (40% do), and start the process all over again. Employee turnover is incredibly costly for employers. Retaining your top talent by improving employee retention has been proven as a cost-saving measure.

Unfortunately, it isn’t always clear where to start. How can you identify where your efforts will have the most impact? How can you anticipate when someone will leave and, more importantly, what makes them want to stay? How do you keep employees from leaving?

Predictive Analytics can address all of the above.

PREDICTIVEHR’s Predictive Analytics using true AI allows you to identify pain points within your team and point out indications that an employee is likely to leave their position. While every employee is different and their reasons for leaving can vary, Predictive Analytics can help reveal those factors, flag employees for intervention, and implement effective solutions to develop stronger employee connections.

Our industry experts can help you answer the question everyone is asking:

“How do I keep employees from leaving?”

Collect the Data

A good starting point is to address ‘big picture’ trends. The Work Institute’s 2020 Retention Report states 40% of employees who leave a business do so within their first year. That’s a really good piece of information that should motivate you to create a quality onboarding process for your new hires. But we’ll also dive much deeper.

Keep in mind, you already have a plethora of information on your own employees. You’d be amazed at how much data you already have on their likelihood to stay or go. This doesn’t usually require an interrogation. Predictive Analytics begins dissecting information like:

  • Used sick time and vacation days
  • The current length of employment
  • Changes to their home life
  • Their average commute time
  • Previous promotion and compensation timelines
  • Server log-in times
  • Continuing education efforts
  • Evaluation of work/life balance

PREDICTIVEHR shares more insight on what your data can do for you: Unraveling Your Data.

Rate Criteria Contributing to Turnover

This is the analysis point which isn’t a one-time process. Predictive Analytics uses AI to identify the most significant contributors to employee turnover. By simply inputting the data you’ve already obtained on your employees, the model mines the data, identifies your specific risk factors, and produces a risk score for each employee.

Some of the expected contributors could be unsurprising. Such identifiers like pay, performance review scores, and work relationships are usually the most obvious. But predictive analytics can also weigh these factors. On their own, these considerations may not be a significant risk. However, when combining factors of a certain weight, the risk can become glaringly obvious.

Predictive modeling also uncovers factors contributing to an employee’s longevity within a company. We’ll help you identify exactly what makes your employees stay with your company or leave it, rather than providing broad generalizations of an entire industry or market.

These insights can be applied to every employee to increase your success in retention, as well as to new hires as they’re onboarded. This step is ongoing and can help in constantly improving your organization.

Flag High-Risk Employees

Now that each employee has their risk score, we’re going to flag those considered to be a high risk for resignation. These are usually employees exhibiting multiple highly weighted risk factors, as there’s usually not a single stressor contributing to turnover.

Going forward, while you adjust and input employee information, once a risk score rises above a designated threshold, your model will also flag those employees for monitoring.

What flagging means in this situation is a visualization of that employee. This ensures your team has access to the information necessary to move forward, in an actionable format. Our dashboard view is customizable depending on your needs and easily shared with relevant members of your organization.

Read More: 3 Key Considerations for Successful Use of Data & People Analytics

Implementation of Interventions

Once you’re able to identify those employees who pose a risk of resignation, you’re able to move forward with intentional retention efforts.

Depending on the employee’s highest risk factors, this could be simple. Sometimes a conversation with a manager or a discussion of growth opportunities in the company is all it takes to lower that high-risk score. Other times, the answer might be to shorten the timeline on the employees’ next promotion or salary increase. Perhaps the data points to a larger conversation around the structure or culture in your company.

These conversations can work to uncover true opportunities to motivate change. The bottom line is that you have the objective data to uncover where to start and what to address.

What’s more, our data-driven approach also allows you to track the success of your interventions over time, which will continue to improve the way you address such opportunities.

Ultimately, it takes action on your part to resolve many of the root causes of employee turnover. But predictive analytics works to identify the causes and equip your team with the insights necessary to make profound changes.

To protect your top talent from turnover, contact PREDICTIVEHR today.

March, 2022 (Boston, MA)

Today, PREDICTIVEHR is excited to announce the launch of our latest innovation, Development Lab. This new feature allows organizations to easily customize reporting and combine HR data with other datasets – financial, productivity, or otherwise – to create powerful, actionable analytics without major investment in technology or workforce.

This new feature will allow Finance and HR professionals to build reports quickly and easily, transforming how they extract data and share reports.

Development Lab offers tactical and operational value that can be achieved by customizing HR reporting for a specific organization and the potentially transformational value of analytics produced by combining HR data with other datasets (financial, productivity data in particular). The feature offers the above value without the typically-accompanying huge costs of technology and skilled labor.

“We’ve updated our offering to include a clean normalized data model to combat this, enabling users to upload their own custom data sets and combine them with aggregated, normalized data. Users will also enjoy functionalities like scripting personalized queries and extracting data from our Development Lab.”

Jamie Troiano, CEO of PREDICTIVEHR had this to say about the launch of Development Lab:

“We’re excited to offer our clients a powerful new reporting feature that will make extracting data and sharing reports faster and easier than ever before. With Development Lab, users will have everything they need to make informed decisions about their workforce.”

With a normalized data model, you can create your own reports on your own terms. Development Lab allows you to:

  • Combine HR data with other operational data such as Finance, Operations, Facilities, Sales, and more!
  • Combine your data sets with PREDICTIVEHR’s data model
  • Script your own queries
  • Extract data and write out your Development Lab
  • Use or adapt the best in industry reports and dashboards PREDICTIVEHR provides
  • Publish your own reports in your own portal
  • Share your customized reports with business leaders
  • Access to expert support for any items you need aid with

 

PREDICTIVEHR Development Lab is available today to all existing and new clients. To learn more about PREDICTIVEHR’s latest release, or to schedule a demo with one of their senior consultants, click here.

“It can be tough to get reliable data when you need it most. And even if you do have the data, it can be hard to know how to use it. With Development Lab, we offer a complete HR Analytics platform including a data warehouse, reporting tool, and publishing portal, all hosted in our secure cloud environment. We do the hard work of gathering and aggregating data for you, allowing your Talent Analysts to do what they do best,” said Charles Occhino, Head of Technology at PREDICTIVEHR.

In today’s hiring market, it’s becoming increasingly important to use technology and a data-driven approach to prevent the risk of falling behind competitors. Too much data can be overwhelming, we provide only the data you need in an easy to interpret format. Development Lab is designed to make building actionable reports easier by surfacing the information users require to make informed decisions about their business. Don’t rely on your gut. Rely on Development Lab.

PREDICTIVEHR is a business intelligence solutions platform, designed to empower HR professionals to make faster, better, more informed decisions for the modern workforce. Comprising two services, and one technology platform, our solutions offer entry points for all companies and practitioners, creating bespoke solutions unmatched by competitors. PREDICTIVEHR Solutions Platform provides the processes, people, and platform you need to succeed.

For more information visit, https://www.predictivehr.com/analytics-development-lab/

Employee retention tells a lot about a company. A high retention rate shows employees are engaged, motivated, and enjoy their jobs. When employees give good reviews on websites like Glassdoor, it shows candidates your open roles are worth fighting for. The company also benefits from higher productivity, better quality work, and lower cost in turnover. So, what would you say if we told you predictive HR analytics could help you increase your retention rate?

What kind of approach would you take in a workplace with low morale?

What is a simple way to assess which employees are likely to leave the company in the next six months without doing too much digging?

What if you had a quick and easy way to assess which employees are likely to leave the company in the next six months?

You have just gotten into predictive analytics, but like many, you don’t have the time or technology to take your data-driven approach any further.

Predictive HR analytics has been around for many years now, although it was limited to just attrition until recently. Although some companies have been able to get better insight into “attrition” through a combination of data science and organizational behavior studies, predictive analytics has provided a plethora of options for organizations. Flipping the attrition numbers on their heads allowed innovative leaders who want engaged employees to start understanding how to keep them.

Insights drawn from predictive analytics can help guide any company looking to make their current employees happier or more productive. It can also be used to help make it easier for employers to hire the best people possible, cutting down on wasted time and money due to bad hires.

What are some of the analytics available? Leaders need to know how metrics such as mental health, stress levels, and engagement could affect your retention rates. The better you understand your employees, the better you can help them.

At the Risk of Human Error

Often, businesses complete a company-wide satisfaction survey to try and gauge engagement. However, the results of these surveys rely heavily on participants’ honesty. While they’re still employed by said company, it’s safe to say participants are telling management what they want to hear. This data set can be thought of as compromised and employees may not give any more information than what’s explicitly asked. Further, there is a 16% decrease in retention rates for employees who aren’t comfortable giving upward feedback.

Employee Behavior Analytics

Predictive HR analytics helps us determine why certain behaviors happen by looking at more extensive data sets. For example, if the majority of an office’s employees take their lunch break at 1:00 pm but HR wants to implement an 11:30-12:30 mandatory break, you would be able to infer that the proposed lunchtime policy is not conducive to employee satisfaction.

You can also take a more comprehensive look and see which factors best predict job satisfaction and retention rates. The obvious answer is to structure the proposed lunch break around when most of your employees prefer to take lunch. While this is a simple example, this process has multiple use cases.  You can use behavioral data to:

  • Alter your employees’ commute
  • More accurately, reconfigure benefits packages
  • Create more productive time in the day
  • Learn which policies are harmful
  • View when employees typically leave/ask for a raise
  • And much more.

Employees have value drivers that impact whether or not they want to stay within an organization. When you analyze those more closely, you can manipulate that data to offer up predictive analytics.

A Closer Look At Sentiment And Value Drivers

As you can see in the example above, if your company policy requires employees to take a lunch break at 11:30 am, you are likely losing out on a significant chunk of the day’s productivity. Having a clear idea of how much value is lost by this policy allows you to determine which benefits outweigh the time loss.

It’s clear that factors other than lunch play a major role in employee retention if employees leave their jobs at 5 pm, regardless of whether they take a lunch break. The real value of predictive HR analytics lies in that you can now run through a list of variables, including work-life balance, compensation, and others, to determine which benefits your employees value the most.

By identifying these value drivers, you can determine what changes would have the highest potential for increased employee satisfaction. In this way, predictive analytics can identify problems and help managers get to the root of what’s driving people away from the business.

Addressing Underlying Retention Issues

In addition to predicting employee retention rates, if done correctly, predictive analytics can help address underlying issues within your company before they become problems. The key is removing employee hesitancy from your survey process and stripping it down to pure data. What do employees do? How do they behave? What issues are cropping up that don’t line up with policy?

Leverage Your Pre-existing Demographic Data

PREDICTIVEHR’s People Analytics will provide you with insights to optimize your workforce. You will be able to find out which employees are considering leaving at any point during their tenure and which employees are likely to feel disengaged the following year. Our software will provide you with actionable suggestions on better engaging these employees and improving their morale based on the data we collect.

Your company can utilize people analytics too. By integrating disparate Human Resources technologies with PREDICTIVEHR’s analytics software, you’ll skip the busy work of collecting, normalizing, and cleaning data.

Our easy-to-use collaborative software will pull this information straight from the original sources and provide you with correlations in both your turnover and retention. Our powerhouse software will become your single source of truth.

Most companies have a fair amount of data on their employees, including their roles and years worked for it, age, income, marital status, maternal leave, number of sick days taken, and performance reviews. With the help of this data, it’s easy for the software to identify correlations in turnover.

Actionable Insights

PREDICTIVEHR can provide companies with actionable insights that increase engagement and decrease attrition using big data analytics. They recommend that organizations monitor key roles for turnover rates and implement programs that cater directly to their employees’ needs.

Monitoring these key employees will allow the organization to identify whether they are satisfied or not and then provide them with programs that can restore their engagement if they are dissatisfied. PREDICTIVEHR bases the success of these programs on the collected data as well as information from employees themselves.

When organizations utilize predictive analytics and use the insights gathered from the data, they will influence employee behavior more effectively. Through PREDICTIVEHR, they can learn which employees are considering leaving and be proactive about making them satisfied with the working conditions. Organizations using predictive analytics to the fullest extent have seen tremendous results from their employees who felt more motivated and more connected to the organization’s objectives.

For instance, are employees who live within a five-mile radius from the office apt to stay with the company longer than those who live farther away? Are employees who have more flexible work schedules more likely to stay with the company than those who have fixed hours in the office? When properly analyzed, the correlations between demographics will give you valuable insights.

Perhaps employees with dependents on their health insurance take more paid time off than those without dependents. Consider flexible work, personal time, or work from home opportunities to allow them the option to make up hours after appointments, child sporting events, or when daytime care falls through. If employees stay at a company three years longer when they get an end-of-the-year bonus, consider allocating money into the budget to retain these knowledgeable, worthwhile employees.

Typically, these patterns are only detectable by a software application, but once defined, the software can scan the whole database of employees and make predictions on the likelihood of that employee leaving. Providing real-time, interactive lenses allows companies to move away from stale, point-in-time spreadsheets.

Using Predictive HR Analytics to Increase Employee Engagement and Employee Retention

Whether you choose to use a human analyst or predictive AI, the next step is the same. Before getting started on a plan of action, give your management team the tools and support to understand the data’s insights. Explain to each individual how the information was conceived and what it means for their department or sector.

Then, gather for a strategic planning meeting where each person will outline the low-hanging fruit as well as the essential projects that are a must for their sector. Use the data-driven insights to develop an action plan.

Whether you’re using AI or have an outsourced team to help you make strategic decisions, your team should know you’re not making changes just to throw a wrench in everyone’s day. This transparency will let them know actions are being taken and that the company values employee retention.

PREDICTIVEHR analytics can play a significant role in improving employee engagement and employee retention. Take control of your company by leveraging the data you have. With emotions removed from the equation, factual data can be analyzed to see trends. Use the delivered insights to improve engagement, retention, and, in turn, business. Discover how PREDICTIVEHR’s people analytics software will identify valuable business insights for your company when you book a free demo.

The use of people analytics software can greatly improve your hiring process. However, understanding the meaning behind the numbers, and setting realistic goals, is essential for your success.


The importance and difficulties of talent acquisition are nothing new, but the obstacles have only gotten bigger since the beginning of the COVID-19 pandemic. Now, the hiring market and the field of employee retention are becoming truly tumultuous. People are changing careers and leaving their current positions for various other reasons. And companies are having to react by really buckling down on their talent acquisition strategy.

But how do you refine your strategy? Do you go read some new books? Maybe you attend a conference or two. Those methods may drive marginal results, but the real game-changer is introducing insightful data into your TA process.

If you focus on the underlying analytics that feeds into your talent acquisition process, you’ll have the ability to meet your recruiting demands faster and with more measurable results, ensure you’re hiring for the perfect fit, and create flexible solutions.

Hire with Speed and Efficiency

The average hiring process in the US takes approximately 23 days. That’s no short amount of time at all, and it can increase based on the number of positions you need to fill and the difficulty of filling those positions with the right people. So how do you make that process really smooth? You’ve got to know exactly what you’re looking for. 

Many companies know that they have a whole to fill and go into the hiring process looking to either be wowed or find someone similar to the person they lost. These companies don’t have a deep enough understanding of that position. 

If you have a robust analytics process behind that role, you’ll know exactly what the former employee was strong/weak at, and you’ll be able to utilize those insights in your recruitment process. 

You need to anticipate the skills you’re going to need in that new hire. Don’t just hire for what the position was. In order to be efficient, you’ll have to also hire for what the position will be. How do you know what it’ll be? Look at the analytics. Look at the holes. Look at the strengths. Look at where the position and your company as a whole can grow. That’s how you make effective hires that provide value for a long time. 

Find the Perfect Fit 

Finding the right person for the right role isn’t easy at all. There are times where you hire great new employees and they’re just in the wrong role. Maybe they would’ve been better off in a different position, but they wowed you in the interview process so now they’re in your company. 

They may be less valuable in their current role than they would have been if you put them in the right place. How do you avoid this problem? You’ve got to do your work beforehand. 

With the right analytics platform behind you, you can make sure you’re creating a great fit between the position and the candidate. You need to conduct application and employability assessments in order to really get a sense of the candidate’s goals and aspirations. You also can do pre-employment aptitude tests to find out if the talent you want to bring in is ready to hit the ground running. 

Discover Flexible Solutions 

In order to find the talent acquisition solutions that will create value for your business today and tomorrow, you need to really know where your business is going. You need to have proper workforce planning and that requires comprehensive analytics on the back end. 

Your business isn’t simple and neither are its problems. That’s why you need to utilize analytics to really understand the issues and find solutions that are customizable and scalable. Do you need to hire for a special product? Do you need to fill in a difficult position or maybe even scale your hiring volume up or down quickly? 

Problems are not one size fits all and your solutions shouldn’t be either. Traditional talent acquisition strategies can be too rigid, but a strategy informed by analytics can allow you to constantly iterate and succeed. 

Talent acquisition is going to be one of the most competitive points of interest for companies going forward. The companies that adapt to a more modern hiring market and allow data and technology to inform their talent acquisition strategies will find the best talent and retain it long term. 

You want to be in that number, but you’ve got to invest now. Proper investment in talent acquisition will let you hire faster and with more efficiency, find the right talent and place it where it needs to go, and find customizable solutions to unforeseen problems. 

That’s what an evolved talent acquisition strategy is all about, and a modernized strategy is what companies are going to be trying to implement going forward. Get ahead of the game and start cornering the talent market. 

For more information on reforming your data and analytics, please visit predictivehr.com