Greta Roberts

Greta Roberts

Greta Roberts is the CEO of Talent Analytics.

Too many companies feel they need to dive into predictive analytics without really understanding why they would do it. In this paper, Which-50 contributor and Talent Analytics CEO Greta Roberts outlines 5 ways to chose a high-value project Identify a business problem to solve.  Almost everyone working on modern predictive

Over the past 30 years, businesses have spent billions on talent assessments. Many of these are now being used to understand job candidates.  Increasingly, businesses are asking how (or if) a predictive talent acquisition strategy can include the use of pre-hire assessments?  As costs of failed new hires continue to

Companies increasingly use predictive processes to lend insight to new hires. That raises an important question, what kinds of platforms are the most useful and the most popular? It is important to recognise that the most useful and most popular are sometimes two very different things. The most useful predictive platforms identify candidates who are

Chief executives world wide describe talent as being their most important asset. Yet businesses try to predict their future by spending billions of dollars measuring everything else. At the end of the day, a company’s talent is the last and most important piece of executing on business strategy. Why, then,

Over the past 30+ years, businesses have spent billions on talent assessments. Many of these are now being used to understand job candidates.  Increasingly, businesses are asking how (or if) a predictive talent acquisition strategy can include the use of pre-hire assessments?  As costs of failed new hires continue to

Corporate recruiters have a very important and difficult job.  They predict who will be a top performer in certain roles and protect against non-performers getting inside the business ecosystem. We rely on their ability to make constant snap judgments to move a candidate into the interview process or not.  A

There are a lot of things to admire about Google. It’s a groundbreaking company and consistently leads in so many areas, not least of which is Human Resources. For many of us in the industry, it is fascinating to track how Google applies analytics and predictive analytics to solve workforce challenges. Living

When beginning a new predictive analytics project, the client often mentions the importance of a “quick win”. It makes sense to think about delivering fast results, in a limited area, that excites important stakeholders and gains support and funding for more predictive projects. A great goal. When beginning a new

Today’s business executives are increasingly applying pressure to their Human Resources departments to “use predictive analytics”.  This pressure isn’t unique to Human Resources as these same business leaders are similarly pressuring Sales, Customer Service, IT, Finance and every other line of business (LOB) leader, to do something predictive or analytical.

Our predictive workforce assignments yield staggering results; saving / making businesses millions of real, measurable dollars.  Often this yield is in a single project. Business ROI with these predictive projects is so significant, I wanted to share some of our findings as they may challenge some concepts we hold so