An October 2019 poll of 907 UK data scientists found that 56 percent intend to search for new roles in 2020. Employees aren’t inclined to stay put across the pond, either.
The U.S. is in a period of record-low unemployment, with more jobs available than people to fill them. So, it’s no surprise that CEOs cite attracting and retaining talent as their top internal concern.
To recruit top talent for your business, you’ll need to pause and learn what isn’t working. Nearly 40 percent of employers use technology that pre-screens or pre-selects candidates based on data (like resumes and cover letters) that they’ve submitted. But 62 percent of employers also admit that such tech likely filters qualified candidates out by mistake.
Those numbers prove that technology like HR software isn’t a solution in itself. If you don’t start by confirming the key problem that you need software to help solve, you risk losing the top talent that can grow your business. This is where predictive analytics can help.
Predictive analytics is a form of data mining. It’s a technique that measures data in hours or days to make future predictions about specific business problems.
Predictive analytics techniques are also defined by ease of use. Business leaders who are comfortable using cloud software should be able to use predictive analytics. This differs from data science techniques like predictive modeling, which often require advanced degrees in Math and/or Computer Science.
Given their ease of use, a growing number of HR leaders show interest in predictive analytics for recruiting. And given the business function that HR serves, your team likely has a large amount of data in a software system. If your software has predictive analytics, you can predict certain outcomes based on past events.
Let’s say you track all the online sources that you use to find candidates, from Twitter to your company’s Careers webpage. By entering data sources into your predictive analytics tool, you can try to find correlations between data points. (Such as learning that job posts on LinkedIn are likely to close the fastest, resulting in the shortest time to hire.) Then, you can put more time and energy into the most successful recruiting platforms while optimizing or erasing unsuccessful sources.
The power of predictive analytics—coupled with its growth and ease of use—means you can’t afford not to use it. With the busiest hiring season of the year in full swing, now is the time to find HR software with predictive analytics for recruiting.
Below, we’ll share 4 HR software with predictive analytics. To earn a spot on this list, each software tool needed to serve the HR sector and offer predictive analytics for recruiting. They also needed an average rating of 4 stars or higher from GetApp readers at the time of publication.
The “pros” and “cons” per product reflect user sentiments from reviews of each product on GetApp.com. You can find more pros and cons per product by visiting each tool’s Reviews page.
Pros: An engaging user interface (UI), cross-collaboration between teams, well-reviewed customer service.
Cons: Lack of data privacy compliance, fewer options to engage past candidates and build custom reports.
When users call your software “close to a silver bullet,” you know it’s invaluable. 98 percent of GetApp reviewers say they’d recommend it to a friend.
Greenhouse is a talent acquisition suite to manage the whole pipeline, from first recruitment to employee inclusion. Its collaboration features include @mentions, job/offer approvals, and shared application reviews. This allows HR leaders to work directly with hiring managers within the same tool.
But what good is great software if you can’t keep your candidates happy as well? Greenhouse lets you build custom email templates and surveys to improve processes based on qualitative feedback. And whatever software tools your team uses, Greenhouse likely integrates with them: It counts over 220 third-party apps as partners.
Price: Greenhouse offers three plans for its Recruiting tool—Core, Pro, and Enterprise. They base contractual pricing on your company size, so you’ll need to call for a quote.
Pros: Ease of use, applicant tracking system, customizable.
Cons: Outdated interface and testing options, unintuitive UI, slow processing.
In 2012, IBM acquired HR software Kenexa for $1.3 billion. Since then, IBM has baked Kenexa’s strengths—recruitment outsourcing, talent management technology, and big data —into its own proprietary tech suite. 91 percent of GetApp reviewers would recommend the result—IBM Talent Management—to a friend.
This product suite uses AI to help businesses recruit the most qualified employees for each role. IBM Talent Management lets you measure web traffic from candidates using Brassring, which is an IBM applicant tracking tool. This offers a more holistic picture of candidate behavior and helps you adjust aspects of your pipeline as needed.
Worried about unconscious bias? IBM Talent Management uses its Watson technology to analyze your hiring practices and find adverse effects. You can also build custom scorecards to define what success looks like in each role and measure each candidate against them.
Price: Varies per customer. Call 1-844-536-3920 or send an email for custom options.
Pros: Built-in CRM, candidate nurturing, Chrome extension to source candidates from LinkedIn.
Cons: Lack of data compliance in Europe and emerging markets, inadequate requisition approval.
Lever takes a “lead scoring” approach to recruiting top talent. Its talent suite helps you build relationships across all aspects of hiring, from sourcing to rediscovering candidates.
That’s because the Lever Talent Suite is really four tools in one—Lever Hire, Lever Nurture, Lever Analytics, and Talent Cloud Connect. 97 percent of GetApp reviewers say they’d recommend Lever to a friend or colleague.
Lever Nurture takes a predictive analytics approach to recruitment. It finds past applicants within Lever Hire and matches them to current, open roles. Then, you can add those candidates to custom campaigns with personalized timing, senders, messages, and more.
Lever lets you track all sourcing activity to confirm and replicate what works. This includes EEO data collection, which lets you track all data to support compliance with the Office of Federal Contract Compliance Programs. (OFCCP.) Since Lever Hire keeps historical records per person, this is all easier to achieve than ever.
Price: Lever offers three plans: Starter, Professional, and Enterprise. Pricing depends on which plan you choose and how many employees you have, so you’ll have to call for a quote.
Pros: Strong data import, custom searches, and page views.
Cons: Minimal customization on candidate summary pages, can be overwhelming for smaller businesses, importing certain file formats (like JSON) can be hard.
Less than a decade after coming to market, Vincere is already a staple for recruitment and staffing agencies. Whether you need to hire new contractors or executives, Vincere covers recruitment for roles at all leadership levels. 99 percent of GetApp reviewers say they’d recommend it to a friend or colleague.
The tool has a built-in “AI coach” that collects data on how you’ve used Vincere over the last 12 months. After consolidating the metrics you need into a dashboard, the tool’s Goals, Targets, and KPI features keep track of your recruitment activities.
Self-serve reporting lets you filter by brand, team, office, and more to quickly get the metrics you need most. And Vincere’s “Best Case” forecasting lets you predict future performance based on placement dates. By comparing “Best Case” metrics against your active pipeline of recruitment practices, you can spot problems before they occur.
Price: Varies per customer. You can request a demo via their website.