Understand when people are ready for their next step, opportunity or career change.
Reejig’s predictive intelligence is built on insights from over 400 million career paths. We use microdata about an individual including (but not limited to) time in a current role, time in previous roles and engagement plus macro insights including role-specific trends and company trends to generate a “ready for change score” expressed as a percentage.
Scored from 0-100; a score greater than 50 is indicative that an employee may leave the organization in the next 90 days; meaning that individuals with higher scores may be best positioned to take on a new role, gig or stretch opportunity; internally or externally.
This process is very complex, with numerous data inputs and in a customer case study over a period of 6 months, Reejig found that 82.6% of individuals with a score greater than 50 left the organization within the next 90 days.
R4C for Talent Engagement
Ready for Change (R4C) is aimed at providing additional information to support talent engagement and retention-focused conversations.
Employees with higher scores can be prioritised for re-engagement or new challenges, to reduce the risk that they take an external role. Similarly, external talent with higher scores are more likely to be receptive to opportunities at your organisation.
R4C for Retention
A valuable use case of R4C is to foster meaningful conversations with the people in your organization. With large teams or stretched resources, it can be difficult to prioritise the right conversation at the right time, so R4C can be useful to help understand who to prioritise for a strategic conversation; to have a little more information in who you may want to approach for a check-in.
This information is best used in conjunction with additional information like 1:1s, pulse checks, employee engagement scores, etc.
Understanding the data
As with all predictive modelling, the results are dependent on the quality and amount of data available, both from mapped data sources and publicly sourced data. Also, past performance does not always indicate future outcomes; meaning that other factors or less likely outcomes are plausible.
Search and Filter
Ready for change is an important metric, so when the score is higher, you can see it in the summary of profiles in Reejig. You can also filter talent against their Ready for Change score, so you can search for people who are likely to be ready to hear from you.
Taking action with R4C
You can leverage this data to prompt career conversations, send highly relevant and timely nudge campaigns.
Remember: Because Ready for Change is a predictive score, it’s extremely rare that a candidate would be at either 0% or 100%.
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