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How to Connect Predictive Analytics to Recruiting

Jeanette Maister November 19, 2017
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Connecting Predictive Analytics to Recruiting

An average corporate job opening attracts about 250 resumes. In most cases, recruiters are managing more than one opening at a time, multiplying the amount of resumes they sort and assess. In fact, 52% of recruiters say finding the right candidates from a large applicant pool is the toughest part of their job. That is one area where predictive analytics can make hiring more efficient. However, there are more than a few potential benefits of predictive analytics in talent acquisition.

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Predictive analytics can help talent acquisition teams better identify:

  • Likely time-to-fill
  • Interview acceptance probability
  • Offer acceptance probability
  • Tenure estimation
  • Candidate future performance 

54% of organizations are already using data like predictive analytics to make decisions.

This list isn’t exhaustive. Advances in machine learning are continuing to introduce new and better ways to influence more informed talent acquisition decisions. In fact, 62% of enterprises are expected to be using some form of artificial intelligence in some capacity by 2018. In a survey by Brandon Hall Group, predictive analytics was a top three talent acquisition technology priority for organizations at 36%. Recruitment marketing (30%) and candidate relationship management (27%) followed close behind.

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Did you know that organizations that effectively use predictive analytics for sourcing are more likely to recruit and hire high-quality talent than those organizations that still struggle to use analytics?

The future is here and it’s making hiring a whole lot smarter. With Predictive Recruiting Scoring and analytics, organizations can improve everything from the candidate experience to overall company performance. Download our eBook The Future of Hiring: Predictive Recruiting Scoring & Analytics!

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