Recruiting new talent should definitely not be a process that ends with you crossing your fingers and hoping for the best… Predictive Recruitment was developed for the exact purpose of hiring with confidence. Amongst a host of HR tools, it optimises soft skills detection and reveals a candidate’s motivations. Move forward with an approach that reveals the true personality behind every CV and helps you to make better decisions!

Predictive Recruitment detects essential soft skills

Today, we no longer recruit to simply replace someone or take some strain off of an overworked team; we hire out of a need for complementary skills, because the world and concept of work is in a constant state of flux. And companies are beginning to equip themselves with the skills of the future: soft skills. Adaptability, cognitive flexibility and an appetite for learning are now the winning combo in the face of technical skills becoming obsolete and the widening skills gap. Predictive recruitment will close this gap.

Is it more important than ever before to make reliable decisions? Well, as jobs and projects intersect each other more and more, the effects of ‘decisions’ are less and less isolated, inserting their consequences into an equation that affects the company as a whole. As the professional world continues to rapidly evolve, making better recruitment decisions ensures that your Strategic Workforce Planning is well constructed and long-lasting. Soft skills and diversity are the human capital strengths that are capable of forging the path to a future with confidence. So how do you make sure that you’re recruiting the right people?

Artificial Intelligence neutralises cognitive bias

What does it really mean…”making better decisions?” First, you need to be able to identify the information that is most relevant to the challenge you are trying to overcome. Predictive recruitment makes it possible to identify the strengths and weaknesses of each candidate without any bias. No diplomas or letters of recommendation here – not even a CV; predictive recruitment seeks to assess the entire candidate, in a holistic way!


This method, which offers an alternative to traditional HR recruitment tools, relies on key data points to establish a uniform and equal treatment of applications. Thanks to Artificial Intelligence, processing candidate applications can be done objectively. The result? An algorithm not impacted by the cognitive biases that we all carry within us as humans – whether we are aware of them or not.

But be careful – this is not to say that AI can replace a recruiter, far from it! Predictive recruiting and HR or TA must work hand in hand, passing the baton to one another depending on the next leg of the race. The recruiter establishes the data points and behavioural qualities sought for a position then records them in their HR systems, then the algorithm is responsible for identifying these qualities among the applications. We have released an article explaining how artificial intelligence makes recruiting more reliable. In short, what you need to remember is that asking your interns to sort through CVs NEEDS to be an activity consigned to the past – and the bin.

Diversity and Inclusion objectives? Check!

Since the introduction of the professional equality index, many companies have rushed to join the fight against gender inequality. Unfortunately, the global mentality is slow to change and there is still general agreement that certain occupations are indeed gendered. It’s difficult to separate ourselves from these preconceived notions that have been around so long…


Obviously there are many fine female negotiators. Indeed, there are males capable of listening with empathy! Studies and results from AssessFirst, among many others, have clearly shown that there are no significant differences in soft skills regardless of race, gender, or virtually any other demographic qualifier. So, what if we took a more personal and less categorical approach? As is the case for many things in life, our behaviour at work is strongly determined by our personality.

Predictive recruitment puts all candidates on an equal footing, at the same time combating a lack of diversity in the workforce. The ideal candidate will be the one who truly possesses the skills best suited to your present and future needs, both in terms of knowledge and behaviour. It’s important to keep these facts in mind when making decisions, rather than unconsciously allowing stereotypes to guide you.

Better decisions for today and tomorrow

With predictive recruitment, you don’t just hire someone that will have a high affinity with future coworkers, although that’s important. Rather, you see the recruiting process as a science, justifying short candidate lists with a quantifiable approach providing real ROI. So, you select candidates who meet the needs of the company, its objectives, but you also select people that have the behavioural traits to complement your internal culture. This is about relying less on ‘intuition’ and more on making better decisions because you have more insight – beyond that provided by a CV, cover letter and screening interview.


Making better recruitment decisions comes down to integrating soft skills, which now compete with the more traditional prerequisites (training, professional background and acquired knowledge) and should even surpass them. Without losing sight of end goals, predictive recruitment provides Human Resources and Talent Acquisition teams with ROI, as it becomes absolutely necessary to invest in human capital.