July 15th, 2022

Predictive Hiring: the Key to Talent Acquisition Success

Did you know that at Mark Williams we do predictive hiring?

Do you know what predictive hiring is? Technological changes in the market and HR have made selective processes increasingly agile and efficient, encouraging changes and the emergence of new methods and technologies, including predictive hiring.

Most recruiters know the difficulties of finding a professional who has the necessary skills and aptitudes to make up a position in the organization. In addition, cultural fit is a key part of that.

This article will give you a full overview of what predictive hiring is and why it is the key to successful talent acquisition. So, keep on reading!

What is predictive hiring?

Predictive hiring seeks to predict through current data or past experiences whether the professional will be able to exercise the duties of the position in question – to a high quality.

Predictive hiring is based on the candidate’s responses to the recruiter, who through his intuition and experience, tries to determine whether the professional is suitable for the position or not. This feeling and qualitative perception have been complemented and even replaced by systems and technology, which suggest the probability of good adherence, through a more quantitative approach.

Predictive hiring is a model that increasingly relies on artificial intelligence in recruitment and selection. People Analytics collects and analyzes the data of professionals who were successful in that function, and consequently establishes parameters to seek other professionals with similar characteristics to fill the position in question.

What is the purpose of predictive recruitment?

The idea of predictive hiring is that by understanding what the key success factors are of a professional for a given position – with the support of filters and technology – the recruiter can filter the database and CVs with greater adherence to the skills necessary for the position. This therefore increases the chance that the new candidate will be able to exercise the position with proficiency.

Additionally, with new technology, it is possible to perform tests on behavioral profiles such as the McQuaig assessment, which stipulates desired behavioral characteristics for each position, beyond technical knowledge.

How does predictive hiring work?

Firstly, to perform predictive hiring with the support of artificial intelligence, it is essential the recruitment team has an organized and structured database that allows for performing quantitative analysis and forecasts.

With large data capture, it will be possible to develop correlations and relate elements to try to predict, with a certain degree of certainty, the compatibility of candidates and the degree of assertiveness of the candidate with the necessary requirements for the position.

When the company starts a selection process, it will configure all parameters in the system that are prerequisites and conditions desired for the position.

Upon receiving the candidates’ CVs, the parameters will cross reference these and other information provided in the applications to put together a ranking of the profiles, ultimately suggesting to the recruiter the professionals with greater support.

With this feature it’s possible to analyze the candidate, considering their soft skills and hard skills, and identifying their strengths and points of improvement, to reduce the risks of talent hired having problems with adaptability, leadership styles, or the company’s culture.

If you would like to understand more about how the process works, book your Free Demo with our consultant Anjali Thoomban!


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