2.

Mindtree: Mindtree uses HR analytics tools extensively in Turnover modeling, Risk assessment and management profile and
productivity index. HR analytic tools has helped them predict employee turnover for the next 90 days and enabled them to create
usable insights from data analyses that are fed into the forecasting model for the hiring teams (vacancy-based hiring). These tools
are also used for high-risk employee management, using multiple policies of retention, preferences etc. For example, for any
opportunity inside the company, the high risk employees get to go for them first. (Information Week)
3. Microsoft: Microsoft develops statistical profiles of likely leavers (hires straight from college in certain technical roles, for
instance, who had been with the company for three years and had been promoted once, but not more than that). Based on these
insights, the company then initiated several HR interventions like, assignment of mentors, changes in stock vesting and income
hikes. As a start they focussed on two business units with particularly high attrition rates, and were able to reduce those rates by
more than half in each case.
(http://www.theatlantic.com/magazine/archive/2013/12/theyre-watching-you-at-work/354681/)
4. Xerox: Xerox’s 150 US call and customer-care centers employ about 45,000 people. Up until 2010, Xerox filled these positions
through traditional methods like interviews, typing tests, and other basic assessments, while the final decision lay with the hiring
managers who used her judgement to make the selection. However they have since moved to an online evaluation that
incorporates personality testing, cognitive-skills assessment, and multiple choice questions based on how an applicant would
handle specific job-related scenarios. An algorithm analyzes responses and factual information from the candidate’s application,
then produces color coded ratings. This Hr analytics initiative immediately improved the quality of hires, reducing attrition by 20%
initially, and increasing promotions over time. Xerox still interviews all candidates in person before hiring them, but some hiring
managers don’t even want to bother with that. They just want to rely on the tests.
(http://www.internetevolution.com/author.asp?doc_id=270440)
5. ConAgra Foods: ConAgra Foods Inc. used predictive analytics software to find which key employees were likely to leave and why.
The company looked at operations with high turnover and those with low attrition and examined 200 factors that might have
contributed to employees leaving. The company discovered that pay wasn’t one of the top ten factors. Instead, the amount of
internal recognition employees received was more strongly correlat
One of my favourite examples comes from Walmart’s creative
search for data analysts. Rather than advertise through
traditional channels, they set a challenge on Kaggle, a
crowdsourced analytics competition platform where ‘armchair
data scientists’ apply their skills to whatever analytical problems
companies submit. Those who impressed at Walmart’s data
challenge scored a job with the company. Several people have
been hired into the Walmart analytics team thanks to the
competition – including people who, according to Mandar Thakur
, senior recruiter for Walmart’s Technology division, wouldn’t
have been considered for an interview based on their resumes
alone.
• In the world of motorsport, Nissan is also recruiting through
an unusual channel: racing video games! Nissan joined forces
with Sony to create the GT Academy, a global annual contest
designed to find the best gaming racers and
turn them into real-life racing drivers. Hundreds of thousands
of hopefuls now enter the contest each year. And all of the
winners selected in the past few years are still racing, proving
what a useful recruitment channel this has been for Nissan.
• The takeaway for HR teams: Don’t wait for the best talent to
knock on your door. Find out where your ideal talent hangs
out and focus your recruitment efforts there.