From traditional recruitment to predictive recruitment

Change your way of recruiting and discover predictive recruitment :

  • Why has “traditional” recruitment become obsolete
  • What is predictive recruitment?
  • Why use predictive recruitment?



(Source: “Hiring for attitude” by Mark Murphy, founder of Leadership IQ(available at the end of this module)
Why? Because up until now behaviour was difficult to anticipate :

  • We’re all aware that we cannot have a realistic opinion of a candidate after a one hour interview.
  • We especially don’t have any tools to measure that opinion.

This classic approach which focuses on the CV, allows us to know a candidate’s background: their education and professional experience. It’s their hard skills, not their behaviour.

What you were able to do in your previous professional experiences only tells us so much. What interests us here at AssessFirst is who you really are, and what you can do better than anyone else.


With Assessfirst you now have the possibility to measure and anticipate the potential of your candidates, thanks to our three questionnaires : SHAPE (personnality), DRIVE (motivations), BRAIN (reasoning capacities).

Up until 2012 we gave you information about what the candidates could do, what they wanted to do and how they behaved.

Today- we go much further, allowing you to create your own predictive models. Meaning that you can guarantee the success and satisfaction of employees in YOUR company for a particular job.

Creating a personalised predictive model allows you to think in terms of personality, motivations and reasoning capacities, which are crucial for success and satisfaction in your company and in a particular job. You have to be selective: you’re not looking to hire robots into your company!


Evaluating personality, motivations and reasoning capacities allows you to identify what defines someone, what drives them to get up every morning and also what they do better than anyone else. In short, their natural talents.

Why try to predict these three factors? To maximize your future employees’ long-term engagement.

By obtaining your candidates’ percentage of adequation with your predictive model, you’re guaranteeing the best chance of recruiting your perfect ‘unicorn.’

We consider a good adequation to be anything above 60%.


Mark Murphy study

90% of work failures are behaviour-related. Has this figure grabbed your attention? Where does it come from?
We concentrated on the studies form Mark Murphy.

Mark Murphy is an American researcher who lead a study in 2012 of 20,000 recruitments, over a period of 18 months.
His main concern was to test how efficient recruitment processes are.

Following these recruitments, he realised that within 18 months of being recruited, 54% of people were in a position to succeed; 46% in a position of failure.

How are we qualifying success or failure here? Success is uniquely referring to those people who have remained in the company. A failure refers to when a person either chose to leave the company before their first 18 months, or were asked to leave. We should also note that we don’t have any indication concerning the performance or satisfaction of the people in the job.

This is a striking statistic, perhaps exaggerated by the fact that the study took place un the U.S where employment laws are more flexible.

However the most important thing here is to understand where these failures are coming from: In 11% of cases it was because of a lack of technical skills. This means that 90% of these failures come from a behavioural problem, a gap between the candidate and the company culture.

In your opinion why is this the case?
Because behaviour is much more difficult to predict than technical skills!

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