AWA: Predictive HR Analytics to Attract and Hire Top Talent in Your Field

One of the most critical things in the business world is TIME. In the current dynamic market with ever-changing trends and priorities, organizations want to stand first and stay relevant to their customers; a highly competent and skilled team is required to achieve this. When it comes to identifying, spotting, and attracting the best talent, many organizations struggle to find the right fit. Additionally, the tightening talent market and the prolonged hiring and onboarding process further compound challenges.

Top talent in every industry includes highly proficient and skilled people who are in demand everywhere, every time. They are known how to keep their skills and knowledge updated and in demand. And these smart workers know their value and how to align their value with an organization’s vision. Considering the pace at which this remarkable talent is picked, traditional hiring practices prove highly ineffective and only add to an organization’s costs. AWA (Advanced Workforce Analytics), a predictive HR analytics solution, has proved to be a highly valuable tool in this competitive hiring market.

Hiring costs are one such vertical of an organization that is often overlooked. The underestimation and improper planning tend to add to an organization’s unnecessary, negligible expenses swiftly. As per a 2016 study by SHRM, the average cost of hiring tends to be $4,129, with an average time-to-hire of 42 days. Hiring a replacement can lead to much more extended periods. The introduction of HR analytics in recruitment proved to be a boon to promptly control these costs by saving efforts, time and minimizing costs.

So, how does AWA Predictive HR Analytics work?

The secret behind every organization’s success and downfall, profitable and not-so-profitable decisions lie in data. Advanced Workforce Analytics helps an organization stay ahead of the competition by analyzing and swiftly studying rich data sets using AI techniques.

Traditional hiring systems would rely on recruitment managers and employers for conducting resume screening and face-to-face interviews to land an ideal fit. This process is based on an employer’s instincts and intuition to narrow down the choice upon a candidate. HR analytics in recruitment begins shortlisting even before a candidate ends up in front of a hiring manager.

The innovation of AWA empowers an organization with factual hiring decisions by combining the power of data to make accurate predictions, thus, driving efficiency throughout the talent acquisition process. In simplest terms, AWA allows you to tap into the knowledge of generations of hiring managers with the click of a button to focus energy and efforts to identify and attract the top talent.

Hiring top talent is no different than working on a lead magnet strategy to drive sales. There are active and passive candidates. Although third-party job portals and other employee database websites provide a great talent pool to choose from, they aren’t always reliable. Plus, the passive ones might not be active on those portals within your hiring period. With the help of predictive people analytics, AWA helps you overcome the shortcomings by studying the trends and demands of such employees. It enables you to design an attractive job description with updated salary insights to satisfy such high-value candidates. It helps an employer make an offer that meets the expectations of the best candidates while reducing the time-to-hire and enhancing the QoH (Quality of Hire).

AWA improves hiring strategies for better efficiency and output in the following ways:

➔ Conducting advanced candidate assessments

➔ Source candidates well within the hiring timeframe

➔ Speed up the time for recruitment

➔ Make stronger hires, thus leading to lower attrition rates

➔ Improving the time-value connection

HR analytics in recruitment has proven to be beneficial in streamlining the recruitment funnel from top to bottom.

AWA, brought to you by PKSI, focuses on optimizing the recruiter’s work, giving the recruitment team time to focus on high-value tasks that enhance the candidate and employee experience, including onboarding, planning training to reduce skill gaps, and charting bonuses and rewards plans.

Spotting and hiring top talent can be painstaking, especially for large organizations with multiple positions to fill. Traditional hiring systems tend to burden the HR department while taking away focus from an organization’s existing talent set and other essential tasks. Leveraging past organizational data for improving recruiting processes can be daunting for employers. Predictive analytics makes the candidate acquisition process more manageable by cutting out inefficiencies and wasteful cycles. It successfully highlights the vital issues requiring maximum attention that need to be addressed in an organization’s hiring process.

The biggest challenge for current businesses is to stay relevant to their customers, shareholders, and stakeholders. PKSI’s innovation empowers a company to attain this goal.