What if you could predict the job performance and longevity of your next tech hire? The signs are there if you know what to look for. Enough data exists in your organization and through public and private resources to transform your candidate searches from gut reactions to repeatable formulas.
At best, only 15% of hiring managers prioritize hiring with predictive analytics in their recruitment strategies. That short-term approach prevents them from gaining a renewable search criterion that improves overall employee performance and cuts down attrition levels. Fortunately, there are a number of solutions to improve the regularity of high quality hires across