What is predictive talent analysis and what are its benefits

7 of March, 2025

One of the priorities in any human resources department is to find and manage talent in a way that it stays and thrives in the company. The data says that one in three newcomers leaves their position in the first three months, and just over half of the workers surpass the milestone of 18 months. A high turnover rate that negatively affects the productivity of our companies and the experience of workers.

Therefore, it is essential to quickly recognize talent, anticipating the competition. The big question that both HR managers and executives ask themselves is how to ensure that we hire the right worker and avoid a premature departure. Can companies be sure that the new talent makes a significant contribution to the company’s values and culture or working environment?

Predictive talent analysis allows us to analyze the characteristics of the most successful employees, establish patterns, and identify those key aspects necessary to succeed in the company. For this, organizations have to rely on data. Let’s discover what predictive talent analysis is and the benefits that its application brings to our company.

What is predictive talent analysis

We are talking about a resource that allows us to generate a holistic image of the most successful employees. In a sense, they use data to create a robot portrait of the profile that contributes most to the organization. Factors such as strengths, competencies, work style, or behaviors in the workplace are taken into account. Training or experience is also considered.

Behavioral traits are the first aspect that we should focus on. Things like the worker’s intuition can make a difference, facilitating their adaptation to the job. Also, their work style; without forgetting weaknesses. Beyond knowing the weak points of the staff, predictive models allow us to know what weaknesses the organization can manage and which can harm us.

The result should be applied in the attraction, recruitment, and retention of talent. But not from any talented worker, but from those people who are most likely to stand out in the organization. It should be noted that each model is unique: although there are universal characteristics, there are differences even within the same company. Therefore, the results must be adjusted in a double worker-company sense.

What are the advantages of predictive analysis?

At this point, we can understand some of the benefits of predictive analysis. But there are more reasons to incorporate this model into our selection processes:

• Virtuous circles: knowing the profile of the successful employee allows recruiters to attract the talent that adapts best, promoting a culture of excellence. A virtuous circle from which nobody will want to leave.
• Greater accuracy in recruitment: perhaps we discard candidates a priori with more curriculum or prestige, but an analysis based on competencies and skills, and not on credentials, should translate into more effective recruitment.
• Talent management: we build teams based on talent. Executives and hiring managers are in line with the candidates they aim to attract or the employees to retain. Thus, talent is easier to manage in the day-to-day of the company.
• Hiring quality: it is an indicator that allows us to boost business performance. The better the quality, the more growth, faster hires, and greater effectiveness.

Behavioral data and predictive models

Behavioral data refers to the actions observed in candidates and employees. They allow us to anticipate their performance, know how they act in the workplace. We often focus on hard skills, but soft skills play an essential role. This is what you should consider:

• Competency evaluation: Are they capable of doing the job? Here come into play the skills, knowledge, and experience of each worker.
• Strengths and gaps: allows human resources managers to make the most of each employee’s strengths and manage the weaknesses of the staff.
• Cultural alignment: How will the candidate fit in with the company’s values? Do we share these values, or are the applicant’s different?
• Professional interest: take into account the worker’s motivations and expectations in the short, medium, and long term. It is important that it is in line with what we are looking for.

4 tips for making a predictive talent analysis

1. Start with a pilot program for a certain position and later export it to the rest of the positions.
2. Develop a method of measuring competencies, in addition to strengths, weaknesses, behaviors, etc.
3. Know the origin of the worker’s knowledge. Has it been acquired in the company, through employee training, or is it the result of previous work experiences?
4. Use tools that help us build the predictive model, for example a human resources software that allows us to optimize and automate the process.

You may have noticed that the way of hiring has radically changed in recent months. Regardless of the sector to which we dedicate ourselves or the size of the company, reality has surpassed us and now we have to adapt to new trends to enhance hiring to the maximum. Predictive talent analysis is one of the keys to correcting dysfunctions in our selection process and ensuring we hire the right profile.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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