When your talent acquisition teams need to make confident sourcing, recruiting and hiring decisions, predictive and prescriptive analytics help move the process forward. Predictive and prescriptive analytics enable organizations to create recruiting decisions that are...
- Free of inherent biases
- Faster and more efficient
- Based on probabilities/scores like schools attended, grades, work history, etc...
"Predictive recruiting scoring & analytics ensures you connect with the right talent, not just the right now talent."
Predictive and prescriptive analytics can quickly identify the applicants or candidates who are more likely to perform well within the role. At a basic level, this obviously means that administrative burden is lowered. Recruiters save time ranking resumes and pre-screening applicants, creating a limitless capacity to connect with and screen potential candidates. However, predictive recruiting and scoring can also provide insight into the talent pool you already formed, pulling candidates and applicants from the past. This technology is ensuring you are connecting with the right talent, not just the right now talent.
Predictive analytics open a window into the candidate’s skills and fit. Talent acquisition teams can use their predictive recruiting scoring to accurately assess candidates without even glancing at a resume. The technology cuts through the time needed for screenings by comparing applications and shortlisting those candidates who score highest.
Shortlisted candidates are most likely those that competitors want to hire. Predictive analytics pulls those candidates to the top, giving you the competitive advantage in connecting with them quickly. Further, predictive analytics can help recruiters mines their existing talent pool to discover candidates who might have gone unnoticed in a manual or non-intelligent process. For instance, algorithms can help recruiters expand beyond longstanding criteria like having attended an Ivy League school, enabling them to find needles in haystacks & diamonds in the rough.
Shortlisted candidates are most likely those that competitors share an interest in hiring. They are qualified and skilled, making them a hot commodity. Predictive analytics pull those candidates to the top, giving you the competitive advantage in connecting with them first. Quicker response rates could mean the difference in a fielded or accepted offer. Additionally, recruiters are less burdened by paperwork and process, providing the opportunity to build connections with their candidates. The more positive interactions between your company and talent, the better the candidate experience. Even more, predictive and prescriptive analytics means a lowered time to hire and a decreased burden on the team or department with a job opening.
Predictive and prescriptive analytics can measure the percentage of diverse hires, helping organizations overcome tendencies and discrimination. That way they can monitor where marks are missed and where improvements can be made for better diversity strategy success.
The future is here and it’s making hiring a whole lot smarter. With Predictive Recruiting Scoring and analytics, organizations can improve everything from the candidate experience to overall company performance.
About Jeanette Maister:
Global talent acquisition technology leader with extensive experience in global talent acquisition, applicant tracking systems & recruiting technology, recruiting metrics and process. Deep insight into all aspects of campus recruiting strategy. Recognized for driving growth and helping clients transform their recruiting efforts.
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