![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjE5Njg5MTYzMTY.jpeg)
Theyaa Matti7![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjI0NzQyNDY1ODc.png)
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjYwMzAzNzA0OQ.jpg)
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjE1NDM2ODI5MTI.jpg)
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjE5Njg5MTYzMTY.jpeg)
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjk3NDIzMjU3Ng.jpeg)
How can we use analytics to get better at retaining talent?
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjI0NzQyNDY1ODc.png)
Kyle Zellman
Analyzing employee survey data jumps out to me as the obvious answer
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjYwMzAzNzA0OQ.jpg)
Paul
If we flip the models - those skills we need most are also likely to be in demand across the marketplace. So we actually have the information needed to decide where to improve our employment conditions or apply extra TLC for valued employees
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjE1NDM2ODI5MTI.jpg)
Subbu Devarayan
We need to know better about what our competitors are looking for as well
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjE5Njg5MTYzMTY.jpeg)
Theyaa Matti
@SubbuDevarayan In the skills analysis we do look at what our competitors are looking for in terms of skills and talent
![](https://crowdspotsimages.s3-us-west-2.amazonaws.com/profile-images/dXNlcjp0d2l0dGVyOjk3NDIzMjU3Ng.jpeg)
Jaishankar
Spotting 'Near Match' skilled internal resources for a demand and provide a path for them