Predictive hiring its advantages and implementation

Predictive hiring

Here on this platform we will provide you the knowledge about Predictive hiring its advantages and implementation.

This is a recruitment model that uses the People Analytics methodology , that is, the collection and analysis of big data data with a focus on people management to find the right talent for the right position, according to the profile and the candidate’s cultural fit.

The People Analytics method collects data that is in big data and, after crossing and analyzing them, transforms them into organized and useful information to improve the quality of decisions about the company’s employees or those who will still be part of the team .

In addition, as the name says, with the help of an HR platform, it becomes possible to predict the choice of a candidate who can be targeted and developed by identifying with the organization’s culture , thus improving motivation, engagement, the organizational climate, in addition to many other advantages for the employee and the company. Predictive hiring

Therefore, we can understand that the benefits of predictive recruiting extend over the long term, becoming a trend in organizations that want to grow and stay in the market.

Advantages of predictive hiring

Because it is an optimized recruitment that is based on solid data, the HR sector can make more strategic decisions because it avoids those hiring based on guesswork.

Thus, that old model of hiring the famous IQ (who indicates) or for the sympathy of a particular candidate ceases to exist. Now, who will actually get the vacancy is the professional who matches the company.

In addition, as mentioned above, predictive recruitment brings greater tranquility to the recruiter in the selection process by suggesting the most appropriate profile, that is, one that has the hard and soft skills that are needed for the team to achieve high performance , reflecting incredible results for both the company and employees.

Also, through HR software, the time spent with predictive recruiting can be reduced by up to 70% compared to traditional methods. Thus, there is more time for the Human Resources sector to invest in other activities that value what is most important in the organization, which is people.

Without forgetting that the final result of predictive recruitment is the reduction of absenteeism, presenteeism and turnover, since hiring the right person for the right job, there is no way they will fail to offer their best and will not want to leave the company. Predictive hiring

How to implement predictivehiring in the company?

Anyone who thinks that the human factor is not important in this type of recruitment is wrong, as it uses artificial intelligence data. In this case, technology only has to add and improve the HR professional’s routine, who may have more time to implement other actions to attract the best talent in the market.

Check out the main steps to apply predictive recruitment in your company now!

1-Relying on HR software

The first step in applying predictive recruiting in the company is to purchase HR software with behavioral profile mapping and analysis . In addition to eliminating paper résumés altogether, this platform assesses both technical and behavioral skills efficiently and quickly.

This happens because candidates make their registration and carry out the assessment of their behavioral profilehaving the results stored within the platform itself , enabling greater flexibility in the process and greater effectiveness in choosing the candidate.

2-Employer Branding Actions

This concept refers to a set of techniques with the objective of creating a positive image of the company in the market.

Thus, providing free courses offered by professionals who are already part of the team, in addition to lectures and workshops , are some of the employer branding tools that tend to attract talents who seek to know more about the business before applying for a position on the team. Predictive hiring

Other very effective actions to attract candidates in line with the company’s culture are posts on the organization’s social networks with testimonials from employees, articles and photos about the business routine.

Thus, even before thinking about working in your company, the professional will have an idea of ​​the organizational climate and environment and if he or she matches your personal and professional values.

3-Preparation of interviews and dynamics

The candidate journey is also an HR strategy in predictive recruiting. That’s because, when the Human Resources sector has to develop interview formats and dynamics in the R&S process, it must keep in mind the behavioral profile of the professional it wants to attract.

In addition, the interviews and dynamics are crucial moments to find out if the future employee is communicative, analyst, proactive, empathetic, leader, among other points. Therefore, it is in these moments that soft skills can really be identified.

4-Professional development processes

When a professional is currently looking for a job, it is not enough for the company to only offer good remuneration and benefits. This professional must be sure that the company will seek professional development alternatives so that he can achieve high performance and grow in the company.

Therefore, with the profile of the professional that HR is looking for, it is also easier during the selection process to inform this professional which courses and training the company can offer for an individual development plan and also the career plan that the organization provides for the professional. Predictive hiring

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