Predictive recruiting

Specialists, especially IT specialists, are becoming increasingly difficult to recruit. What will the future of recruiters look like and how can the increasing shortage of skilled workers be prevented?

Predictive recruiting is one of these approaches in recruiting and enables a glimpse into the future. This is the data evaluation of past patterns and their analysis is used to make predictions about the future. You determine what has worked for the company in the past, e.g. which channels were suitable for certain candidate searches, and make recommendations accordingly.

What does predictive recruiting do for your company and the recruiting process?

1. Time to Hire

It should be made possible to shorten the time to recruitment. By suggesting the right channels for specific positions right from the start, e.g. different platforms are suggested for different target groups and locations. This saves evaluation and runtimes. Advertisements can now be immediately superimposed in parallel via different channels. This way can Time to Hire be shortened enormously.

The cost risk is low because past data was used to analyze which job boards work best for specific jobs.

2. Qualified Candidates

The quality of the applicants increases because the right target groups are addressed. As a result, more qualified candidates are made aware of the positions they are looking for and thus more applications with the searched criteria are received and unsuitable applications are reduced. This greatly simplifies the selection process.

By posting the job advertisements at the same time, more qualified candidates are available in the same period of time. The number of potentially qualified applicants is therefore higher and the selection broader. This is particularly advantageous in the case of multiple appointments.

3. Candidate journey

The time saved in selecting candidates leaves more time for the "candidate journey". This reduces the risk that suitable candidates drop out due to long waiting times and unsuitable applicants are contacted in good time. In summary, employer branding is positively promoted.

"Either we will find a way or we will make one!"
Hannibal

4. On the job

Predictive recruiting not only has an impact on the application process, but can also use collected data to assess the behavior of new and existing employees and accordingly influence or predict them with targeted measures. Above all, this can help the employer based on past behavior and data such as age, etc., which employees have a higher risk of fluctuation, for example. Individual steps can then be created for better employee retention. In this way, challenges are overcome before they even become a problem.

Aside from risks, talent can also be discovered. Talent management is a hot topic that takes a lot of time to identify the talent you are looking for. Based on information such as skills, experience, performance and motivational patterns, new talents can not only be found in the company, but also promoted and retained in the company.

As? Quite simply: the collection and evaluation of the required data enables software-supported organizations to predict which employees will probably be more successful in the future.

Finally, only a suitable promotion measure has to be selected and the process from hiring new employees to long-term employee satisfaction is complete.