5 ways to strengthen equal opportunities with predictive recruitment

5 ways to strengthen equal opportunities with predictive recruitment

For the past six months, not a week has gone by without an article being published on predictive recruitment. Presented by some as the future of the function of recruitment, it is decried by others because of its many limitations (real or imagined). Regardless, the conversation regarding predictive recruitment never ends!


At a time of heavy emphasis on reducing unemployment and when equal opportunity is, more than ever, at the heart of HR concerns in general – and in particular with recruiters – what is it really? What is it about this particular methodology that gives it the ability to serve the interests of recruiters as well as those of the candidates?


#1 – Predictive recruitment goes beyond the history candidates will tell

Today, everyone knows that the vast majority of applicants (about 75% of them to be exact) lie on their résumé, to what extent not being important. Why? Simply to provide recruiters with a “rewarding” professional image and increase their odds of landing the sacrosanct interview! You tell me, would it not be foolish to minimize your chances of meeting with recruiters by being excessively transparent and honest?

The problem is that suddenly, when recruiters decided to pick Julie rather than Paul rather than Mohammed, the majority rely on completely biased information. As far as the consequences, we know on average, there are 1-2 candidates out of 5 that companies hire that prove to be (sometimes after 10 minutes…) complete outliers. Lost time for recruiters and lost time for candidates frustrates everyone. Zero across the board.

One of the advantages of predictive recruitment is to bring more objectivity and rationality to the process! Rather than relying on the beautiful story that candidates recount and recount to themselves through their résumés, recruiters will be able to decide to meet them or not based on facts, revealing their true potential!

Today, most predictive recruiting processes that are fitted correctly attach to not only the natural behaviors of candidates but also to their fundamental motivations (ones they sometimes ignore on their own) or their skills and reasoning ability (known today unquestionably as the best predictor of success at work).


#2 – The process of predictive recruitment has nothing against women, seniors, members of the LGBTQ community, and is not xenophobic! They can be equally be “disability friendly!”

Contrary to classic recruiters (professional or casual) the predictive recruitment processes are not a priority. They could care less about the nationality of candidates, their origin, their sex, age, sexual orientation or any other affiliation to this or that union.

For them, what matters is simply that they are truly the most profound candidates in the terms of their individuality and personal provisions. Their principal interest is taking into account the variety of factors, both hyper important for success in employment and terribly complicated to understand objectively….

The only question to ask then, is: Are you willing to be as open as them? 🙂


#3 – Predictive recruitment processes are intelligent…more than you and me!

Predictive recruitment is sometimes criticized for relying exclusively on the personal dispositions of individuals and leaving aside all the environmental variables that may drastically influence their chances of success in a specific given context.


Before defining the criteria on which the predictive recruitment process will rely, it is essential to conduct a study of the office population. These studies take into account the profile of the staff, but not just that. Among the criteria typically considered: the age of the employees, the location of their workplace, the style of their N+1, the specific regional market on which they operate and the type of work organization (there are many different types)…and many more!

These criteria are not only taken into account when designing the model, they are also taken into account when implementing the process…and not one after the other. All together!

To clarify, for each candidate, predictive recruitment models are able to tell you with what division, what manager, and what type of organization is where they are able to give the best of themselves.

Are you capable of doing that? Because for me…the answer is no.


#4 – Recruitment processes is able to see talent where we cannot

Recruiting a hairdresser to sell insurance? Would you select a Bac+2 to implement IT projects for large accounts (while the Bac+5’s rush into your ATS)? Would you hire – without you (and him) asking questions – someone with a hole of 18 months in his résumé? Would you place a senior in a start-up where the average age is 27 years old?

Personally, I would hesitate…

Again, predictive recruitment processes are able to do that…which is truly relevant.


#5 – The predictive recruiting process hates cloning!

It is a little disappointing that when talking about predictive recruitment, in 99.9% of cases we hear the same cries of outrage: “Ahhh! We will create clones! They will all have the same personality, the same psychological profile, it’s awful! Help! This is the standardization and commodification of the human being, in consumerism we’ve forgotten Man!” Discuss for ten more minutes and then…BOOM! Point Godwin reached. “We will remember the sad hours of our history!” Ouch!

Hey! Calm down…


To be clear:

#1 – The criteria on which the selection is going to operate are uniquely fundamental in the success for a particular position in a particular enterprise.

#2 – Of 84 criteria taken into account (for example), on average there are 10 criteria that serve as reference (less than 12% of possible criteria).

#3 – A candidate is considered as “a potential” when they stick to 60% of the model (so in this case, only 7% of criteria must be matched).

#4 – In all cases, it is always the recruiter (in the flesh) that has the last word!

No hair pulling! It is far from the factory of clones…


To summarize…

  • Predictive recruitment allows us to go beyond the résumé (which is biased in 75% of cases).

  • Predictive recruitment is not subject to stereotypes and prejudices that block the use of certain categories of hyper competent persons.

  • Predictive recruitment allows you to take into account more factors.

  • Predictive recruitment isn’t afraid to make the decisions that aren’t obvious.

  • Predictive recruitment is in line with diversity..and not cloning as a result of ignorance…in such a way that it is a priority, we think.



CEO of AssessFirst



Christopher Hanner

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