Predictive Recruitment: Find out how to use it in HR

After all, we are in an era characterized by the rapid expansion of the digital world. In terms of the job market, this means that candidates can apply for dozens of job openings in a single week. On the side of those who receive the applications, analyzing a huge amount of CVs in the proper way becomes quite a challenge.

It is easy to imagine how the task becomes unfeasible in most cases. What is the best solution? Turn to predictive recruiting! See below how to put it into practice in your business!

What is predictive recruitment?

Basically, it is a method fully supported by the use of algorithms, developed to dive into the vast ocean of Big Data . To this end, the HR sectors use People Analytics , a method used in the data processing.

After collecting, analyzing and exploring possible combinations between the available elements, People Analytics provides useful and organized information for people managers.

The resource is even valid for hiring new employees as well as for the development and retention of those who are already part of the company’s teams.

How to implement it in HR?

Contrary to what it may seem, the idea behind predictive recruiting is not just about waiting for technology to do everything itself. By the way, this is a frequent misconception, which can hinder, rather than facilitate, decision-making.

In order not to make this mistake, it is worth paying attention to a set of important measures, as we will demonstrate from now on.

Count on HR software

The human factor is essential for the success of the methodology. However, its basis is, in fact, the presence of software capable of mapping, evaluating and filtering the most varied technical and behavioral profiles.

In short, this type of program fulfills the main function of detecting all the requirements demanded by the company for a given application. Automatically, it separates those who are able to remain in the process from people who do not yet have the attributes required to occupy the prominent position.

Evidently, the better the technology used to create and improve this software, the greater its degree of precision. Consequently, the life of the HR manager will be easier, aware that only prepared professionals will participate in the decisive stages of the process.

Have a well-structured HR

As we suggested earlier, however, the effectiveness of technology depends on other, equally indispensable, elements. One of them, without a doubt, refers to the structuring of HR itself.

In this sense, it is essential to offer the best possible work infrastructure. At the same time, it is necessary to map the competencies of employees and allocate them to carry out the activities in which they do best.

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Consider company goals and culture

One of the initial steps of predictive recruitment is to detect candidates who are really in tune with the company’s organizational culture . This is done by applying a complete cultural fit .

Through it, it is much easier to find talents who identify with the organization’s environment and with the values ​​defended by its employees. If a company prioritizes collaborative work over competitive work (still maintained in certain institutions), for example, it should focus on finding professionals with this profile.

Often, the candidate has an excellent technical level, but is out of step with the culture practiced by the brand. Therefore, it is likely that he has great difficulty in adapting, which tends to compromise the achievement of the company’s objectives. 

That said, you need to ensure that the software you choose applies appropriate cultural fit tests. Therefore, the mission, vision and, mainly, the purpose of the organization must be very well defined.

Adopt employer branding actions

Employer branding is about how talent sees the company itself. If the aim is to attract the best professionals, it is necessary to develop a strategy for these people to want to work in the company.

A good start is to check the perception that the employees already hired have of the organization. By the way, remember that care related to brand reputation also interferes with talent retention.

Prepare the interviews

Given that predictive recruitment still includes the candidates’ journey to the job vacancy, interviews must be rethought. In fact, they need to work as a complement or confirmation of the first conclusions, derived from the initial information provided by the HR software.

In this case, an effective way to conduct this step is via the preparation of a behavioral interview. This is because it is vital when it comes to detecting which are the predominant characteristics of each individual – no matter how much he tries to hide them.

Set the dynamics

The group dynamics serve as a kind of icing on the cake. The idea here is to assess how the future employee deals with problems and people, in the most varied circumstances.

In practice, it is as if the recruiter has a clearer view of how the traits of the behavioral profile obtained previously manifest themselves in real situations. In this way, the dynamics are another asset to reaching the most desired professionals in the market.

By following all these steps, your company will be able to enjoy all the advantages provided by predictive recruitment. The method is essential for the HR area to be able to attract people who are engaged, motivated and committed to the productivity desired by the organization.

In fact, the digital world has greatly increased the volume of resumes to be analyzed by the Human Resources sector. The good news is that there are already adequate technological tools to carry out predictive recruitment and, thus, optimize the journey in search of the talents that make a difference.