Navigating talent acquisition: The scientific approach to predictive hiring

Companies invest their resources in recruitment to find suitable candidates who fit seamlessly into the company culture. However, it is challenging to understand candidates and evaluate whether they have the specific skills, qualities, and motivations for a particular role.

Therefore, organizations use various tools and processes, such as assessments, to manage the risks associated with the hiring process. Risk mitigation enables better identification of high-performing candidates. Let’s explore how.

Validity measures the appropriateness of a specific assessment for a particular role. Tests with high validity can better predict job performance, and the assessment scores identify candidates likely to do well. Strong validity manages the risks associated with hiring decisions, such as hiring a candidate with inadequate experience or not evaluating the cultural fitment of a candidate.

A general mental ability (GMA) or aptitude test has high validity, and it is an optimum performance predictor in job-related training.

Candidates with high job performance potential as per the GMA test also benefit more from training programs and acquire job knowledge rapidly. Mercer | Mettl’s General Mental Ability Test measures a candidate’s cognitive ability and identifies their strengths and weaknesses. It determines the level at which they learn, process instructions, and solve problems.

A GMA test is efficient in graduate recruitment, where jobs have significantly high cognitive demands from job seekers. GMA’s ability to predict performance tends to increase as the cognitive demands of jobs increase.

There are many recruitment tools used along with GMA, such as integrity tests. They improve assessment efficiency because these two tests complement each other and offer the widest possible area of evaluation. The combination of GMA and integrity tests overlap less than other combinations, therefore, measuring different competencies and skills.

There are two types of integrity tests. Mercer | Mettl’s Employee Integrity Test is a pre-employment screening evaluation that helps employers understand candidates’ tendency to be responsible, ethical, and trustworthy. It maps candidates’ preferences toward certain behaviors bringing integrity issues to the fore. Mercer | Mettl’s personality assessments measure numerous aspects of one’s personality. These highlight information on the candidate’s thoughts, motivations, traits, opinions, behavioral tendencies, and values.

Predictive validity is an excellent guide to how helpful different types of measures may be in the recruitment process. However, deciding what combination of assessments should be used relies on a clear understanding of job requirements. Job analysis details the requirements and tasks of a specific role to create the job description. A clear requirement identifies what aspects of candidates need to be assessed and provides a structure to the assessment process. A structured recruitment process has clearly defined stages, each providing successive information on the candidates. Therefore, the task for recruiters is to identify appropriate measures and when they are best placed in the recruitment process.

Anticipating job performance:

Predictive analytics uses tools like past candidate information, current employees’ traits that match the company culture, and previous work experiences to find the best talent for long-term success.

Improving the quality of hire:

Predictive recruiting identifies the appropriate fit for the job. These solutions help discover suitable candidates and make better hiring decisions.

Reducing staff turnover:

Motivated candidates who fit well with the company are less likely to quit soon. Predictive analytics can identify a suitable candidate, and the hiring manager can assess them accordingly.

Speeding up the hiring process:

A predictive hiring solution streamlines the hiring process by eliminating the need to screen through resumes and spend time filtering candidates. Companies that use predictive hiring find productive employees faster.

Boosting employer brand:

The predictive hiring model selects the most suitable talent with well-coordinated interviews. It builds a better reputation for the company brand with clarity on job requirements, company goals, and candidate expectations.

Assessing the future performance of a job applicant is crucial for organizations to make informed hiring decisions. Mercer | Mettl provides a wide range of tools to predict a candidate’s potential success in a role. Integrating data, assessments, and predictive analysis adds credibility to candidate evaluations. In a world where talent drives innovation and progress, leveraging the science of predicting job performance empowers companies to build robust, high-performing teams for success in an evolving business landscape.