Predictive recruitment learn more
Predictive recruitment is set to profoundly shake up business methods. This system, which is largely based on Big Data makes it possible to refine the search for candidates and find the most suitable profiles for a position.
What is predictive recruitment?
Predictive recruitment allows companies, via an algorithm, better target candidates who may correspond to a given position.
For this, the company must identify the key performance factors for the position to be filled . This involves analyzing a wide range of parameters. This range includes among others the personality traits, behavior, team spirit, stress resistance, skills, experience, motivators, satisfaction and recognition, etc. In addition to the search for the skills and interpersonal skills of the candidate, the goal is also to find candidates who will flourish in their position and that the employer will be able to retain .
Predictive recruitment involves looking for elements within the company that have led to the performance of its employees. The data are collected from people in a similar position and at the level of the hierarchy N + 1 and N + 2. The objective is to arrive at defining the most efficient profiles internally and identify similar talents in a pool of candidates.
The data collected makes it possible to define a profile model.
Advantages and disadvantages of predictive recruitment
Predictive recruitment is a device aimed at “accelerate” and make reliable the candidate recruitment process. Recruitments are often costly in terms of time and financial resources. The technology thus makes it possible to provide invaluable help to recruiters in reading, sorting and selecting relevant applications. They focus their activity on interviews and confirmation of test results and selection by algorithms . In addition to all these elements, it will always remain to verify the motivation of the candidate for the position, his ability to adapt to the corporate culture and its values, and the adequacy with the management style of the hierarchy and the composition of the team.
For candidates, this system brings more neutrality in the selection of candidates and can bring out atypical profiles but with great potential . Indeed, some candidates who do not exactly meet the recruiter’s specifications for a position (training, experience, company activity, company size, etc.) may emerge and be considered interesting when they would not have may not have been selected as part of a traditional recruitment process. Thus, predictive recruitment turns out to be more objective.
But let’s not forget, that despite all the existing algorithms, It is always the recruiters who have the last word and who will choose the candidate best suited to the position and their environment.
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