What users say

Helping recruit for world class companies

Find the right people, the right way

With speed

Through an engaging text experience, every applicant is interviewed. Speedy for the applicant and super-fast results for the recruiter.

Get to the best people fast

Without bias

Everyone deserves the opportunity to be interviewed for the role. Look beyond the CV. Test everyone fairly and equally. Nothing but the right people for the role.

Get the best people fairly

For success

When you hire great people, turnover reduces and your business performance improves. Better people means better results.

Get better results for your organisation

86% of applicants say it is important for employers to use a tool like PredictiveHire.

Because it removes bias and makes it fair for everyone.

The game has changed. Your people are your biggest asset. What matters
most are their values and behaviours

Assess every applicant fast…with
data not bias. Get recommendations
real-time. Get closer to your talent
pool and make every candidate feel that
you care about them.

No-one’s time is served by filtering loads of
CV’s where values and behaviours are invisible.
Spend time on the applicants that you
know will succeed and win that talent fast.

“The questionnaire was really fun, it actually made me sit and
think about myself… what I really like and 
what I’m really into”
Happy New Hire
Here is how it works >

Integrates with your favourite software

Integrate PredictiveHire with your ATS or current recruitment system and fully automate your hiring process from end to end

Key questions answered

What is the basis of the questions?

The questions are bespoke to PredictiveHire and have been designed to measure attributes known to predict whether someone will perform in a role and stay longer in a role. Developed based on research covering 316 articles across over 40 years of research into what does and doesn’t predict employee performance and turnover. Out of more than 50 factors studied over that time, we have selected at least 27 that are suitable for applicant assessment. Examples of these predictors include personality traits, employment history, motivation, attitude, organisational fit and coping styles.

How does this differ from Psych Testing?

Actual performance data is used to predict the likely performance of a candidate, rather than the other way around.

Traditional Psychological assessments do not link to actual performance in the role, nor do they have any self-learning functionality. There is no performance data that feeds into psychological assessments and therefore they have limited predictive power.

In contrast, with true predictive analytics, between the questions and the applicant is a data model that differentiates actual performance. It is this statistical model which predicts an applicant’s success in the role drawing on many objective data points. Because data enables an efficient and immediate feedback loop about the actual performance of the hired candidate to the model, this improves the accuracy of the predictive model over time.

Very quickly the predictive model that a client organisation is using to select high performers becomes completely customised for their own, continued use. The customer is building its own bespoke Intellectual Property which becomes more valuable to that customer with use.

How does your tool remove bias?

Input and training data is used to build predictive models.

The input data we use are the responses to questions asked of every applicant. Our questions are developed by our organisational psychologists who test, identify and remove any questions that could adversely impact the EEOC protected categories. We do not parse CVs nor do we capture any information about race, age or gender, or educational or professional background. This is why question based assessments like ours (as distinct from face and voice recognition via video interviews) remain the most rigorously tested for bias and validity in applicant assessment.

Our training data comes from our customers and is objective performance data, such as turnover, sales metrics and other kinds of job family specific performance data that is used to measure individual performance on a regular and consistent basis. We screen this training data and model outcomes for bias using statistical methods (i.e. 4⁄5 rule, Chi Square and the Fisher's exact test), both before deployment and every time we re-train our models.

Your organisation will benefit from a model that is agnostic of any personal information, instead focusing purely on behavioural attributes which correlate to success in the role. Your predictions will therefore be blind to the applicant.

What happens to the data?

The responses to our questions are de-identified and we do not share them with third parties. No data from your organisation’s employees or applicants is used, analysed or shared outside of your organisation.

How long does it take to get started?

You can get started today! PredictiveHire's out-of-the-box predictive models are perfect for sales recruitment, contact centre recruitment and customer facing roles - and can be used immediately for any of these types of roles. Should you want a customised predictive model for your organisation's specialist roles, we can work with you to create these (expect at least 4 weeks). A good example are the customised models we have built to recruit Nurses and Carers for the Health sector.

How does your product ensure diversity of thinking, behaviour and type, in the people we hire?

Our machine learning models are searching for the profile of people who will perform the best.
This is usually not one ‘type’ but a mix of personality types that align with high performance because the dataset we are drawing on to define the profile of the best is a representative sample of employees (typically at least 200 or more) with varying performance levels.
As long as that employee base shows a diversity of personality profiles so will the output of the machine learning. In this way, the machine learning models we build are not filtering out a single personality profile type, avoiding self -reinforcing hiring when you rely on either traditional psychometric testing and human based shortlisting

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