Predictive analytics is revolutionising the way recruitment teams find and hire top talent. With more data than ever before, recruiters and HR professionals can now use predictive analytics to quickly identify the best candidates for each role. But with so many predictive analytics tools on the market, how do you know which one is right for your organisation? In this blog post, we’ll go into what predictive analytics is and review some of the top predictive analytics tools that can help you find and hire the best talent. Keep reading to learn more about these powerful recruitment tools!
What is predictive analytics?
Predictive analytics is a branch of the larger field of data analytics that deals with making predictions about future events. Predictive analytics uses statistical techniques to predict future events and is used in a variety of industries, including recruitment.
Predictive analytics can be used in recruitment to predict things such as how likely a candidate is to accept a job offer, or how long they are likely to stay in a role. This information can be used by recruiters to make decisions about which candidates to target and what offers should be made.
One of the key benefits of predictive analytics in recruitment is that it can help reduce bias and increase the fairness of the hiring process. By using data-driven insights to evaluate candidates, recruiters can reduce the impact of subjective bias and focus on the qualifications and attributes that are most strongly associated with job performance.
What tools are available for predictive analytics AI?
Predictive analytics tools can use a variety of data sources to assess candidate qualifications, including CVs, applications and assessments. These tools can analyse candidate data to identify patterns and trends, and use machine learning algorithms to predict which candidates are most likely to succeed in a role.
There are many different predictive analytics tools on the market, each with their own strengths and weaknesses. To choose the best tool for your organisation, it is important to understand your specific needs and requirements.
Here are some examples of predictive analytics tools that can be used in recruitment:
TalentSorter uses a personality assessment tool and a custom algorithm to analyse candidate data and predict job performance. The tool is designed to identify the core personality traits that best predict success in a role.
PredictiveHire uses a chatbot-style platform interface that asks candidates a series of questions and analyses their answers using natural language processing (NLP) and machine learning algorithms. The tool is designed to predict job performance and cultural fit based on candidate responses.
Harver uses a combination of data science, AI and behavioural science to assess candidate data and predict job performance. The tool includes assessments of cognitive ability, personality and job fit, and provides predictive analytics and insights to help recruiters make informed hiring decisions.
WorkFusion uses machine learning algorithms to automate the recruitment process and predict candidate performance. The tool can analyse CVs and applications, assess candidates based on their qualifications and experience, and provide predictive analytics and insights to help recruiters make informed decisions.
HireVue uses video interviews and AI technology to assess candidate responses and predict job performance. The tool uses facial recognition, language and other behavioural analysis to identify candidate strengths and weaknesses, and provides predictive analytics and insights to help recruiters make informed decisions.
Predictive analytics tools can be a valuable addition to any recruitment process, as they can help identify the best candidates for a role and improve hiring outcomes. It is important to choose a tool that aligns with your recruitment goals and objectives and use it in conjunction with other recruitment strategies and best practices.
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