Reduce the Risk with Predictive Analytics for Talent Acquisition

Big Data is an omnipresent force in our world.  A quick review of the blogosphere and media suggests that tracking the data and analytics of all talent management aspects from hire to retire will be the wave of the future for HR.

Dr. John  Sullivan states, “Every leader wants to know what is the ‘next big thing’ in talent management?  Well in my book, it is the forward-looking talent management approach known as predictive analytics.”  Dr. Sullivan adeptly points out that analytics are superior because they analyze past and current data and reveal patterns and trends, and analytics provide a platform to be more strategic and have a competitive advantage. 

Don Peck at The Atlantic recently completed an in-depth review of Big Data in human resources, launching off with a short review of Michael Lewis’ metric-laden Moneyball and its story of using predictive models to assess baseball players.  Peck’s article goes on to detail the history of data and assessments in management from the early 1900s, to the military-inspired techniques of a post-World War II market, to today’s assessment software “designed by a team(s) of neuroscientists, psychologists, and data scientists to suss out human potential.”  

New assessments enable companies to select the best hires out of the gate, to fast-track workers for promotions, to assess managers more scientifically, and even to match workers and supervisors who are likely to perform well together, all based on the mix of their competencies extracted from an assessment.

Join HCI this January 29, 2014, at 3pm ET for the webcast, Predictive Hiring: A New Approach to Finding Candidates Who Will Succeed in Your Organization, and hear Brian Gilbert of SkillSurvey share the new e-book “Hiring with Confidence: How to Predict Which Candidates will Succeed in Your Organization,” and show how best-in-class organizations are incorporating new assessment solutions into their hiring process to drive bottom-line results.