Imagine one of your managers walks into their subordinate’s office and says, “Our data analysis predicts that you will soon get restless and think of leaving us, so we want to make you an offer that our data shows has retained others like you.”  Would your employees welcome the offer, marveling at the value of your HR analytics?  Or, might they see images of Big Brother, and be repelled by a company snooping on the data they generate as they work? Predictive analytics can enable a customized employment value proposition that maximizes mutual benefit for organizations and their talent; but at what point do predictive analytics become too creepy?