Integrity Staffing Solutions
best of staffing 2020 client rgb

AI in HR: Recruiting with Predictive Analytics

  • airecruiting

In our new study "Artificial Intelligence for Recruiting Success," we discussed ways that new technology can save us time and effort while attracting a better pool of job candidates. In this article, we'll explore the benefits and uses of predictive analytics.

 

Basically, predictive analytics is the process of looking at past data in order to determine what will happen in the future. Machine learning automates much of this activity, freeing up recruiting professionals for higher level work of in-person interviews, decision making, and so on.

 

Finding Talent

Programmed with your data on production performance and behaviors, attrition, employee life cycle, engagement surveys and any other metrics you choose, predictive analytics software can be "trained" to look for your ideal employee. It can scan all the available candidate sources, as well as discovering overlooked talent in your existing applicant database.

 

The longer you use it, the better it works, as it learns from its own historic data of which candidates hired, resulted in the best productivity and retention. That information is incorporated in its screening of future candidates.

 

Optimizing Job Postings

Using factors such as occupation, industry, and location, along with your company's requirements, predictive analytics can help you create job advertisements that precisely target your desired talent pool. The result is a greater response from desirable candidates and fewer responses from those who aren't qualified for the position.

 

The same software can be used to identify the best media for reaching your target audience and eliminate those with poor ROI. For example, you might allocate your recruiting budget primarily to online job boards, third-party recruiting firms, professional networks or social media, depending on what type of position you're hiring for.

 

Improving Diversity

Because they are purely data-driven, these automated tools look in places you may not have thought of, helping to eliminate unconscious biases and allow for an even playing field. As a result, they draw on a wider talent pool, increasing the effectiveness of your hiring process.

 

Screening and Ranking Resumes

A task that used to take HR many hours to do manually is done in minutes by predictive analytics. You'll be presented with a list of the candidates most likely to be worth taking to the next stage in the recruitment funnel.

 

Reducing the Time to Hire

The fact that it takes an average of 27 days to acquire a new hire is a major pain point for both employers and job seekers. One of the best aspects of incorporating predictive analytics in your hiring model is the ability to rapidly select the best candidates for the job.

 

Predictive Analytics Providers

A number of solutions specifically tailored to HR's needs are available. Here's a selection of platforms that integrate with HR's existing software.

Outmatch

Ideal

PeopleInsight

 

Conclusion

It's important to remember that — as with every other implementation of data analysis — the quality, security, and privacy of the data must be safeguarded. It might be best to phase in the new analytics, restricting the first steps to leveraging only the data you know is accurate. With time, though, you'll be able to reap the rewards of a more efficient and effective recruiting process.

 

Integrity Staffing Solutions is a full-service staffing agency and ranks in the top 2% of agencies across the country for quality service based on Clearly Rated’s Best of Staffing client survey. To learn more about Integrity or for help with your hiring needs, visit Integritystaffing.com or call 888.458.TEMP.

 

___________________________________________________________________________________________

Sources:

"Analytics in Recruitment" by Neelie Verlinden, Digital HR Tech

"The Power of Predictive Analytics in Staffing" by Jean-Paul Isson, Monster Worldwide

"3 Ways Predictive Analytics is Changing Recruitment Practices" by Chiradeep BasuMallick, HR Technologist

"Recruitment Statistics – Challenges, Trends And Insights For Better Hiring" by Sonika Sharma, empxtrack.com

"People Analytics: Building a Data-Driven HR Function" by Perla Sierra, HR Technologist

 

 

You might be interested in...

6.29.20
How to Come Out (or Not) at Work
For LGBT+ individuals, revealing their true identity to co-workers, supervisors and clients comes with both risks and rewards. Your decision will depend on many factors — in both your own situation and the work environment — so there's no one right answer for everybody. However, as a LGBT-owned business, we'd like to share our insights and tips on making the process more successful.   Pros and Cons Workers who feel free to be their authentic selves at work report that they feel happier and more engaged. And studies show that they are more productive, which should please employers.   On the other side of the coin, many LGBT+ people are still in the closet due to fears of damage to their careers and workplace relationships. In a Harvard Business Review survey, nearly half (46%) of American respondents said they are not out to everyone at work.   Assess Your Workplace Atmosphere Get answers to these questions to help you decide whether it's a good idea to come out, or if...
Read More
6.22.20
Transgender in the Workplace: Tips for Employees and Employers
As an LGBT-owned business, Integrity is wholeheartedly dedicated to providing a diverse and fair working environment for all individuals. We've demonstrated over and over again that the keys to success for employer and employee alike are character, values and professional skills — not statistics on a piece of paper like gender or ethnicity.   In this post, we'll share our top tips for the transgender individual at work. While there is a trend towards greater acceptance of transgender rights in our society (and in the law courts), we still sadly see cases of harassment, prevention of use of the correct restroom, refusal to change names on employer documentation, denial of coverage for medically necessary procedures, etc.   The consequences of these actions may be more far-reaching than damages to one person. Companies who get a reputation for hostility to LGBT workers will alienate not just this group from their talent hiring options, but also the much larger pool of people who...
Read More
6.15.20
How to Find an LGBT-Friendly Employer
  The fight for LGBT employment rights has come a long way, thanks to support from the U.S. courts and the Equal Employment Opportunity Commission (EEOC), among others. But we still have a ways to go before every company provides a diverse and welcoming workplace for all, regardless of gender identity and sexual orientation.   Here's how to recognize those employers who provide fair treatment to LGBT (and all other minority) individuals, before you decide to submit a job application.   Check Out Their Public Brand. Companies who are proud of their inclusive principles will let everyone know about it in mission and value statements, marketing campaigns, etc. Places to look include: Company website Company's social media pages (e.g. LinkedIn, FaceBook) Trade publications and forums LGBT Chamber of Commerce websites Employer rating websites such as GlassDoor Job postings — should include mention of being an equal opportunity employer   Research Their Track...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.