Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment Predictive analytics can be used in psychometric assessments of employees to determine how people will perform for certain job roles based on their behavioral traits, cognitive reasoning abilities, and other skills and capabilities. Pinstripe, Inc., is a Milwaukee-based RPO provider that has experience integrating an SHL assessment solution into a client's talent acquisition process, according to Angela Hills, Pinstripe's executive vice president and commercial business leader. "Whenever we can add science to our talent acquisition processes, such as the additional facts that assessments provide, we can truly validate that our practices are aligned to our talent strategies," she says. Pinstripe has also built its own analytics tools to provide consultative advice to clients on the supply and demand of the talent pool, she says. "For example, if we're looking to hire pediatric clinical nurses in Philadelphia, we would use the data within our analytics tools to assess how many nurses are located in the state of Pennsylvania and how many are within a 30-mile Quality Control radius of our client's location," Hills says. "We'll also consider RPO providers also use analytics to hit quality-of-hire goals other factors such as what other organizations in the market are with "embedded" assessment programs, such as those offered competing for the same talent, and how much they are willing to by Partners, SHL in Deerfield Beach, Fla., says vice president pay. This data-driven assessment tells us whether we are looking Jeff Holman. SHL uses predictive analytics in its psychometric for a needle in a haystack or for readily available talent. With assessments of employees to determine how people will this information, we help our clients make informed decisions perform for certain job roles based on their behavioral traits, about how to tackle that search." cognitive reasoning abilities, and other skills and capabilities. "Many second- and third-generation clients of RPO providers have really refined their services as low as they can go on a cost-per-hire basis, and they've essentially sucked all the dead air out of process efficiency," Holman says. "Now we're moving to a more mature RPO market, and we're seeing clients asking for very specific terms on quality of talent, and measurements While large employers have the resources to perform the most sophisticated analytics on how to best attract candidates to their websites, mid-market employers are looking for analytics to figure out how to compete, Callahan says: "A client with a call center job in a certain market needs to know what other jobs are out there. That includes jobs that are posted online, but also jobs that are profiled on LinkedIn or Facebook. If the client aligned to psychometric analytics. For example, contact center posts a call center position in a saturated market, they need agents are some of the most tightly measured performance to understand the competitive landscape. We help them with roles in the workplace and we can positively affect areas such as analytics such as their competitors' average pay rate, and other average handling time, revenue per agent or retention of top incentives that make them more attractive to candidates, and performers." might impact a candidate's decision to work with our client." [38] HRO TODAY MAGAZINE | MAY 2013