Hiring Gets an Edge with Behaviour Mapping and Predictive HR Analytics

by May 10, 2020

HR analytics often referred to as People Analytics, Talent Analytics, or Workforce Analytics is the application of technology into more effective hiring. Predictive HR analytics, the current HR adoption trend assists HR professionals to make data-driven decisions to attract prospective employees who are best suited for the job.

Behaviour mapping and Predictive HR analytics are increasingly being deployed to maximize employee productivity. In case you are wondering what are these technology-powered terms, let us explain them for you:

 

HR Analytics 

It is the application of modelling, statistics and an analysis of employee-related factors to analyse whether a new hire will be a good organisational fit. The first step into HR analytics involves determining what are the ideal candidate qualities and what skills are required for the job. This step is essentially followed by strategic discussions with hiring managers, analysing previous employment records and historical market data. Enterprises can match this analysis with their requirements and the applicants with those specific skill sets.

 

Behavioural Mapping 

It is a direct-observation method which tracks an individual’s behaviour in a specific time and environment. Behavioural Mapping is used to study a prospective recruit’s behaviour and specific characteristics like age, level of engagement, gender with others in a different environment within the office space like the reception, meeting rooms and cafeterias.

 

Behavioural Interview 

It is an interviewing technique based on a candidate’s past behaviour in different situations to predict a candidate’s future performance. The technique of behavioural interviewing is based on the premise that how a job candidate has behaved previously and will behave in the future. To elicit such information, a behavioural interviewer will identify the skills or competencies which are important for decision making like problem-solving ability and persuasion skills. Subsequently, the interviewer will use a series of probing questions to explain whether a candidate possesses those qualities.

The behavioural approach is extremely effective at identifying those cases where candidates exaggerate in interviews or put false capabilities in their resumes.

 

Predictive Analytics

Predictive Analytics will help recruiters determine how successful candidates will be in their role. Predictive analytics for hiring use historical data to make future predictions and finds patterns among current employees with a combination of data and assessment science. Predictive hiring relies on data sets and smart algorithms to find the best candidates who are an organisational fit.

Predictive Analytics uses the following data points for Analytics-

  • Personality data
  • Demographic data
  • Recruitment process
  • Employee work history

For instance, a recruiter may look at graduate data of college students to determine the best fit for an entry-level position. It is extremely important to continuously evaluate which channels drive the best candidates at the most efficient price. Data analytics may predict which candidate will best suit the job in addition to sending the best recruitment message to the right candidate based on open-source, internal and third-party data.

Predictive Analytics gives intelligent insights to data by consuming and transforming them into easily digestible formats like dashboards and charts. Other data points for Predictive Analytics include-

  • The average number of applicants to the job.
  • The number of applications for group discussions and interviews.
  • The number of final rounds.
  • Final offer acceptance rate.

 

The Promising Path Ahead

In not so distinct future ahead, HR analysts will be able to see which candidate characteristics would point to the best employees. Analytics can also help to understand which questions pre-screening exams should contain.

The future recruitments will be based on strategic collaborations pointing to centres of excellence. Enterprises are now understanding the true potential of blending disruptive technologies with its people. HR analytics can make hiring more detail-oriented, by pointing to-

  • Better hiring practices
  • Automating Rule-based tasks
  • Improving Processes
  • Bettering employee experience
  • More productive workforce
  • Improved workforce planning
  • Targeted talent development

Recruiting will witness seismic shifts in the HR landscape, with smart organizations only realising that they have to embrace a data-driven culture to attract and retain the top talent. Data analysis has become a necessary tool which goes beyond the traditional methods. Over time as the new technologies will be adapted, challenges will remain.

The ultimate benefits from the Data Analytics, Behavioural Mapping and Behavioural interview will be ascertained, once all the stakeholder’s, partners and the human resource management solutions come together and move towards a goal-oriented hiring spree.