TURNOVER PREDICTION
Retain the best talent and empower their potential
Predict the actual turnover rate at 3, 6, 9, and 12 months, and capture the perception of people's work experience
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Why leadership chooses us to revolutionize HR processes
Hiring and retaining top talent requires time, resources, and investments. Increasing employee engagement helps prevent the loss of crucial skills and potential contributions for business growth.
Transforming data into concrete actions
Through technology, Glickon creates Talent Intelligence tools that can simplify processes, monitor and listen to the voice of every talent, objectify management perceptions, and promote a new data-driven culture within organizations.
Direct data
Specific feedback can be collected, and the real collaboration network can be captured through surveys, engagement surveys, and Organizational Network Analysis.
Indirect data
Corporate communication can be tracked both internally and externally by connecting Glickon to communication and collaboration tools (email, calendars, chats, etc.).
Predictive data
By leveraging the collected data, it is possible to evaluate organizational risk scenarios and predict phenomena such as turnover, attraction, or attrition.
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The main challenges for HR and C-Suite leadership:
What Glickon does for you
The Turnover Prediction solution aims to predict the actual turnover rate at 3, 6, 9, and 12 months from the start of the initiative. The predictive model is based on machine learning and integrates demographic data, engagement data of the workforce, and can be complemented with passive workload data (digital interactions such as emails, chats, meetings, etc.).
To understand, predict, and implement interventions to reduce turnover, train new talents, and drive business performance, the model includes 3 inputs: people data, perceived work experience, and digital footprints, and 4 outputs: Historical turnover analysis, factors impacting attrition, early warnings, and attrition prediction.
To understand, predict, and implement interventions to reduce turnover, train new talents, and drive business performance, the model includes 3 inputs: people data, perceived work experience, and digital footprints, and 4 outputs: Historical turnover analysis, factors impacting attrition, early warnings, and attrition prediction.
Surveys
Glickon's ready-to-use ONA surveys allow measuring the key drivers of engagement and relationship for specific clusters within the organization.
Platform
The platform allows for administering talent surveys autonomously and provides real-time results, analysis, and insights. Glickon is an integrated platform compatible with 170+ HR platforms (ATS and HCM).
Analysis and Reporting
Glickon combines survey data with digital traces from organizations to provide insights on attraction levers, engagement, and productivity. Our AI-based analysis can help establish a clear link between employees and revenue.
Actions
Transform human resources data into tangible improvements through designed paths to guide actions. You will be able to identify key factors to focus on, in order to develop better experiences throughout the entire talent journey.
Key statistics
+20%
Increasing colleagues' productivity
(IBM, "HR's Role in Employee Productivity")
(IBM, "HR's Role in Employee Productivity")
-50%
Hiring costs
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
-25%
Talent turnover
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
VOICE OF CUSTOMERS
Silvia Preti @ Cherubini Group
Human Capital Officer
Thanks to its versatility, the Glickon platform has proven to be a valuable ally in achieving Cherubini's ambitious growth and human capital development objectives. Focused on designing highly distinctive user experiences, it has enabled the HR team to work in an agile and creative manner, reducing time and effort in implementation.
Glickon White Paper: Uncover the Relationship between Employee Experience and Revenue
High turnover risk in high-performing teams, low trust in leadership, and financial performance. Discover the relationship between Employee Experience and company value in our research.
Listen to candidates and colleagues to define strategic actions
Help the organization achieve business goals by leveraging
people's talent through data
