Workforce Logiq works with Key Science Advisors who provide expert, independent perspectives on our use of advanced capabilities. They work closely with Dr. Christy Petrosso (Whitehead), Workforce Logiq’s Chief Data Scientist and Talent Economist, to inform our Artificial Intelligence techniques, model validation criteria, and help to inform our approach to ethical, non-biased AI practices.
Professor Holtom’s research focuses on how organizations acquire, develop and retain human and social capital. This research appears in the top journals in management and has high impact (14,000+ Google cites). He received the Human Resource Management Scholarly Achievement Award. He has performed research in or served as a consultant to many organizations including Bayer, Booz Allen Hamilton, Capital One, Citibank, IMF, KPMG, Microsoft, Nordstrom, Rio Tinto, Rolls Royce, Sprint, United States Air Force, and the World Bank. His thinking has appeared in many print (e.g., Business Week, Chicago Tribune, Harvard Business Review, New York Times, Toronto Globe and Mail, Wall Street Journal, Washington Post) and multimedia (e.g., CBS, CNBC, CNN, FoxNews and NPR) outlets. Read his latest article published on Harvard Business Review: 5 Tips for Communicating with Employees During a Crisis.
David G. Allen, Ph.D., is Associate Dean for Graduate Programs and Professor of Management and Leadership at the Neeley School of Business at Texas Christian University; Distinguished Research Environment Professor at Warwick Business School; and Editor-in-Chief of the Journal of Management. His teaching, research, and consulting cover a wide range of topics related to people and work, with a particular focus on the flow of human capital into and out of organizations. His award-winning research has been regularly published in the field’s top journals, and he is the author of the books Global Talent Retention (forthcoming 2021), Employee Retention and Turnover: Why Employees Stay or Leave (2020), and Managing Employee Turnover: Dispelling Myths and Fostering Evidence-Based Retention Strategies (2012).
Saša Pekeč is a Professor in the Decision Sciences Area at The Fuqua School of Business at Duke University. Professor Pekeč research is interdisciplinary and revolves around decision-making in complex competitive environments. He is the vice president of the INFORMS Section on Auctions and Market Design, and has published articles in Management Science, Operations Research, as well as in top academic journals in other fields such as economics, mathematics and psychology. Professor Pekeč is teaching data-driven decision-making courses across Fuqua’s executive and daytime MBA programs.
Professor Pekeč’s consulting experience includes banking, internet, pharmaceutical, retail, and telecommunications industries. He serves on the Supervisory Board of Atlantic Grupa, one of the leading FMCG companies in SE Europe, and was a member of the Council of Economic Advisors to the President of Croatia from 2010 to 2015.
ENGAGE Talent collaborated with Professors Brooks Holtom and David Allen to find Better Ways to Predict Who’s Going to Quit
Together, we found that candidates ENGAGE’s AI identified as “most likely” to be receptive to new job opportunities were twice as receptive to unsolicited recruitment messages and 63% more likely to change jobs, as compared to those who were predicted “unlikely” to be receptive.
Our exclusive Workforce Management Q1, 2020 report offers a predictive, quarterly snapshot of talent volatility across major industries, job functions, metropolitan statistical areas (MSAs), and states.
Workforce Logiq’s Talent Retention Risk Score (TRRSM) Score is a predictive benchmark for employment volatility that uses multiple AI techniques to calculate the risk of losing key talent in the next 90 days. Explore our proprietary employment volatility benchmarks.