When we read about the use of AI and Machine learning in the talent world it is mostly on topics such as sourcing and candidate selection & processing. This idea is one that is coming from an entirely different angle which could be worth its weight in gold!
Losing a high performing and valued employee with the potential to develop their career into senior management is very costly. An organisation not only loses the potential of the individual for the future, the investment they have been making historically is not now going to deliver the ROI expected.
Some may say this is an intrusive monitoring of employee data but in theory this is only information that the company already possesses but is now using to look for trends and predicting potential attrition risks.
AI is the future and here is just another example of the benefits it can deliver to talent teams around the world.
The quandary is one of many challenges as AI makes headway throughout HR. Many firms have focused on using some sort of AI to find new job candidates outside the company. Predictive attrition programs turn that on its head, using analytics to spot patterns within a company’s own workforce patterns. Leaders might find that retention-focused AI a boon. An effective AI program could save millions of dollars in retention costs. But employees may find the program to be invasive, Porter says. After all, these algorithms analyze personal data, in part, to predict who might jump ship
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