Kuala Lumpur, April 8:

Pulsifi is excited to announce the launch of generative AI features on its Talent Acquisition Platform. The science- and research-backed generative AI solution introduces powerful new capabilities that produce more sophisticated candidate insights and enhance the existing features of the platform.

Available globally beginning today via the Pulsifi platform, the new generative AI solution generates data and insights to help employers address questions such as: what makes up a candidate’s fit score for a job; why a particular candidate is a good fit for the role, with employers then able to decide how to choose from multiple candidates for a job role.

This new solution marks Pulsifi’s foray into the world of generative AI to further strengthen the company’s calibre in HR tech, namely, providing science and research-backed insights to enterprises. Pulsifi’s AI is driven by data and science, leveraging more than 50 years of organisational psychology research and validation with clients.

Globally Benchmarked Solutions With A Strong Focus On People


All Pulsifi solutions are benchmarked to global industry standards, and the company has been able to achieve that as it validates and refines predictions and insights based on customer feedback and the latter’s employee performance data.

“At Pulsifi, we recognise that people are multidimensional, with various skills, experiences, personalities, interests and values. Employers who value and harness the multidimensionality of their people, find that the latter show improved job performance and satisfaction.

For instance, our research demonstrates that organisations utilising Pulsifi’s AI-powered analytics platform have observed significant enhancements in performance.

“The platform’s predictive analytics, coupled with AI, boasts a 97% accuracy rate in predicting culture and values fit, and an 81% accuracy rate in predicting competencies and behaviors. Such precision fosters learning and development, cultivating a more aligned and cohesive workforce. In other words, Pulsifi technology diagnoses people at work and prescribes what they need to succeed,” says Pulsifi Malaysia chief business officer Christine Sterk.

She adds, “Our new generative AI solution greatly benefits employers in this respect by helping them understand and assess a candidate’s suitability for a specific role. While our current AI-driven insights offer context and clarity, generative AI helps us provide deeper insights related to the skills and work experience relevant to a specific role. All these people data points work together to empower organisations to make more informed and accurate hiring decisions.”

New Solution Provides Powerful Insights To Enterprises

Enterprises will benefit from the new generative AI solution by:

  • Understanding exactly how a candidate’s role-fit score is derived by adding up their scores for each component of the job.
  • Being able to easily see how a candidate has performed against the most important components of the job.
  • Accessing AI-powered role fit insights to get a qualitative analysis of the candidate’s role fit breakdown.
  • Being able to understand how well a candidate’s skills match those required by the job.
  • Having access to deeper insights into how well the candidate’s skills match against those required by the job via a colour-coded heatmap.
  • Understanding how relevant a candidate’s work experience is to the role they are applying for.
  • Understanding a candidate’s past work experience matched against the experience required by the role they are applying for and generating AI insights to gain more context.
  • Having access to enhanced candidate reports.

The new generative AI solution is now accessible to global customers via Pulsifi’s corporate website. For more information related to the product, visit:

About Pulsifi

Pulsifi’s mission is to change how talent is defined by uncovering human potential in the workplace.

The company provides enterprises with a data science and AI-powered people analytics platform that profiles a candidate based on their soft traits and hard skills and predicts how well they would fit in an organisation or role. Since 2017, Pulsifi has served customers in 54 countries and gained international recognition for its contributions to HR tech, including top wins at the Manpower Group’s Startup Challenge and the 2020 HR Tech PitchFest. Pulsifi is also featured in the World Economic Forum’s white paper, Future Readiness Of SMEs: Mobilizing the SME Sector to Drive Widespread Sustainability and Prosperity.


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Apr 24, 2024

Recruiting is the lifeblood of your company, but in today’s talent war, finding the right fit feels like searching for a unicorn on a unicycle. Resumes are polished facades, interviews can be nerve-wracking charades, and gut feelings, while valuable, sometimes lead you astray. Introducing Pulsifi assessments, a powerful tool redefining the recruitment landscape for the better.

Pulsifi assessments are based on scientifically validated assessments that allow you to truly understand your candidates to make better hiring decisions. Pulsifi assessments consist of six different assessments – a combination of psychometric assessments that test a candidate’s personality at work, their work interests and their work culture and cognitive assessments that test a candidate’s logical, numerical and verbal abilities.

Here’s what makes Pulsifi assessments unique:

  1. Multi-layered insights: It’s not just about ticking boxes. Pulsifi assessments combine psychometric and cognitive evaluations, providing a holistic view of a candidate’s capabilities and tendencies.
  2. Predictive power: Forget resumes that tell you what someone did; Pulsifi helps you predict how someone will perform and thrive in your specific company culture and role.
  3. Data-driven decisions: Gut feelings may guide you, but data empowers you. Pulsifi provides actionable insights based on real data, eliminating bias and guesswork from your hiring process.
  4. Real-time feedback: No more waiting weeks for results. Pulsifi assessments deliver instant feedback, allowing you to quickly identify top talent and move them through the pipeline efficiently.


Benefits of using Pulsifi assessments in your hiring process

  1. 90% accuracy in candidate selection: Identify the right people, right from the start, reducing costly hiring mistakes and employee turnover.
  2. 70% less hiring time: Automate the shortlisting process and reduce recruitment time.
  3. Meet DEI needs: Eliminate unconscious biases that can skew your judgment and ensure a fair and inclusive hiring process.
  4. Enhanced interview preparation: Gain deeper insights into candidates, allowing you to tailor interview questions and focus on areas that truly matter.
  5. Predictive performance: Build high-performing teams by accurately gauging a candidate’s potential for success and long-term fit within your company.
  6. Increased job satisfaction: When you hire the right people, everyone wins. Employees feel valued and engaged, leading to higher productivity and morale.

Pulsifi’s hiring capabilities go far beyond assessments. We take it one step further with our robust AI that analyzes the candidate’s CV and assessment results to provide two fit scores of how well the candidate fits the role and the culture. With this information, you can easily prioritize the candidates with the best fit score and streamline your recruitment process. 

Pulsifi’s AI has transformed the way global companies like Nestle, L’Oréal and KPMG do hiring.

Find out how this can be done for your business.


Dec 19, 2023

When discussing traditional hiring practices, the first thing that comes to mind is the manual review of numerous resumes, a time-consuming task. Additionally, recruiters invest significant effort in crafting job descriptions to ensure the position appeals to potential candidates.

Artificial Intelligence (AI) has been revolutionizing the recruitment process for quite some time now. The statistics show a remarkable shift – over 73% of companies plan to invest in recruitment automation, with over 85% of HR professionals predicting AI to handle various aspects of the recruitment process. 

AI helps process huge amounts of applicant data. It goes beyond the surface to create a more complete and well-rounded picture of each candidate. This blog explores how AI job matching benefits recruitment processes and leads to better and more insightful talent acquisition.

What Is AI Job Matching?

AI recruitment tools use advanced algorithms to go through and look over candidate profiles and job descriptions carefully. It evaluates academic qualifications, work experience, and salary expectations. Moreover, it sees if the candidate would fit well with the company. Accordingly, it shortlists suitable candidates. 

But how exactly does AI do this? Are there specific techniques? Yes, there are. AI uses Natural Language Processing (NLP) and machine learning (ML) to scan and understand job descriptions, resumes, performance reviews, and other data sources.

What’s impressive is that AI tools understand even the tiny details and patterns in language, which helps them find essential information to make hiring decisions. This makes AI better at matching job candidates accurately.

How Does AI Job Matching Work?

AI tools do job matching by checking many candidate profiles and evaluating them based on predetermined recruitment parameters (benchmarked success profiles). Some of the methods it uses for job matching are as follows:

  • Automating resume screening to identify the skills and qualifications as required for specific vacant job posts
  • Sourcing candidates from online platforms, such as job websites, and social networks, such as LinkedIn, to expand the talent pool and single out passive candidates (candidates not actively looking for jobs)
  • Using chatbots to answer applicants’ queries and carry out preliminary interviews to collect data
  • Utilizing AI-driven video interviews to check not only interview responses but also facial expressions and tone to assess communication skills

Benefits of AI Job Matching

Here are some of the benefits of AI job matching for employers as well as the candidates:

Better Candidate Selection

Of all the benefits AI job matching offers to the recruitment process, better candidate selection is a prominent one. In fact, 58% of recruiters have found AI to be particularly valuable for candidate sourcing. But how exactly does AI manage to do that?

Firstly, AI makes the initial stages of hiring smoother. After analyzing many resumes and profiles, it chooses candidates closely matching the job requirements. Since this entire process is automated, you can save a significant amount of time.

Secondly, thanks to highly effective algorithms, you have fewer chances to miss out on well-qualified and talented individuals. With data analytics, NLP, and ML, you can get precise predictions and recommendations, making it possible to shortlist suitable candidates more efficiently.

Bias-Free Hiring

While manually hiring a candidate, biases can occur: a recruiter might prefer one candidate over another. Such bias in hiring can happen due to several reasons, such as:

  • A recruiter may form an opinion about a particular candidate based only on initial impressions.
  • The candidate may seem like someone the recruiter would easily socialize with outside work. 
  • Biases can also happen based on gender, ethnicity, and age. 

Leading to unfair and unequal opportunities for candidates, biases can harm your organization’s retention and diversification efforts.

Resolving such hiring challenges, AI job matching comes with the potential to decrease bias in talent acquisition. In fact, 68% of recruiters acknowledge AI’s ability to remove biases from hiring. 

But how does AI help create a fair hiring framework? Well, since data-driven algorithms are the basis of AI-driven systems, they check candidates based on their qualifications and skills only and not personal characteristics.

In other words, candidates are selected based on merits only, using AI. This makes the process impartial and promotes a culture of diversity and inclusivity in the workplace.

Time and Cost Saving

For hiring managers, the main goal is to look for and hire candidates who are most qualified in terms of all their predetermined hiring parameters. But, candidates often get frustrated due to prolonged hiring periods. 

But did you know that 67% of hiring decision-makers consider AI’s ability to save time its main benefit, while 30% also appreciate its cost-saving potential? This is all thanks to the fact that AI job-matching capabilities have the power of automation. 

AI tools can do most hiring tasks using their complex algorithms in much less time and without manual effort. So, not only does it decrease time-to-hire to fill job vacancies but also the talent acquisition cost that comes with lengthy recruitment cycles.

Better Candidate Experience

AI job matching can improve candidate experience in various ways. Here’s how:

  • AI tools can accurately match candidates with suitable job openings. So they can receive job recommendations that match their qualifications. This makes it more likely for a candidate to get a role that matches their skills and career goals. This approach also saves the candidate’s time.
  • Faster response times and communication with candidates are prominent ways to improve candidate experience. Using AI, you can automate messages to keep the candidates informed in the entire hiring journey, such as acknowledging receipt of applications and giving updates on their application status.

These aspects of personalization, responsiveness, transparency, and efficiency in the hiring process lead to a more positive candidate experience.

Best Practices for Implementing AI Job Matching

To adopt an AI recruitment framework or tool into your organization, you must have an organized process, successful integration know-how, and the ability to remove AI biases. This section explores the best practices to implement AI job matching for hiring in your company:

5-Step Process to Adopt AI for Job Matching

  1. Define the recruitment objectives of adopting AI in your organization.
  2. Give the quality and quantity of your existing data a thorough check. From data management to analysis tools, you must have the necessary tech infrastructure to support AI.
  3. Invest in an AI recruitment solution that matches your recruitment needs and goals based on customization, scalability, and integration with your existing human resource systems.
  4. Train your HR teams on how to use the AI system so that they know how to interpret AI recommendations.
  5. Monitor the AI system’s performance and make changes to the algorithms to improve results over time.

Tips for Successful Integration

  • Accurate data is vital for AI tools to work correctly. So, make sure your data is clean, complete, and up to date. If not, you can opt for data preprocessing to remove errors.
  • Involve hiring managers and other relevant stakeholders to take their input and feedback for the AI solution’s customization as per your organization’s needs.
  • Speaking of customization, customize the AI system according to your specific job roles, industry, and company culture.
  • Your AI recruitment system must follow data protection and privacy regulations. Also, let your candidates know how their data will be used.

Preventing AI Matching from Discriminating Against Candidates

Without a doubt, an AI recruitment tool comes with a plethora of capabilities. It can handle most parts of your hiring activities. However, AI algorithms can show bias if they’ve been trained on biased human decisions or historical or social inequities. This may lead to discrimination in AI job matching. But, including human oversight in hiring decisions could be a great solution. 

Adding human intervention to the AI-driven hiring process allows for reviewing algorithmic decisions. This way, poor algorithm decisions can be rectified, leading to fewer to no hiring biases. It also maintains the importance of human judgment. The result? A fair recruitment process, leading to inclusivity!


Using AI-based job matching algorithms can improve the hiring process to a great extent for you as well as your candidates. You can use it to scan candidate profiles and job descriptions to make more accurate selections. On top of that, human oversight would help prevent biases, leading to an equitable hiring process.

With more than 90% precise culture and value fit prediction and a 70% reduction in hiring time, Pulsifi offers a high-performing hiring platform that ensures you make the best hiring decisions based on predetermined success profiles. It gives you tailored recommendations based on various data points. Using its 6 psychometric and cognitive assessments, you can make the most of its insights-based analyses to select the right candidate for your organization.

Experience Pulsifi’s high-precision platform today and make the best hiring decisions.

Book a demo now!


Nov 28, 2023

Our platform has been updated! Candidates can now incorporate their skills and proficiencies into their applications.

This update enhances candidates’ ability to showcase themselves more effectively. For you, it provides a sharper understanding of how these candidates match your job roles.

How exactly does this work?

Step 1: Resume

Candidate uploads their resume



Step 2: Personal Details

Candidate adds their personal details. Candidate has the option to include a professional summary as an introduction to themselves.

Step 3: Work Experience

Candidate adds their work experience.


Step 4: Skills

Candidate enters between 3 and 15 skills that are relevant to the role they are applying for.

They must assign a level of proficiency for each skill – novice, beginner, competent, proficient and expert.

This list of skills will be matched to the job-required skills to generate an accurate fit score for the candidate.



Step 5: Education

Candidate enters their education experience, starting with the highest level of education.

Candidate has the option of describing their achievements for each role.

Step 6: Additional Details

Recruiter has requested additional information from candidates, this page is where it will appear.

Candidate fills in the information and acknowledges they have provided complete information and that they have read the terms and conditions of the application.

Step 7: Review

Candidate reviews the details they have entered and submits their application.



Candidate Profile: Overview Tab

All skills required for the job that have been entered by recruiter in job setup appear in this skills card.

The skills submitted by candidate that match any of the skills required by the job are highlighted in blue.

Recruiter now knows at a glance, how well the candidate’s skills match those required by the job.



Candidate Profile: Experience Tab

This card lists all the skills that are submitted by the candidate when applying to the role. The candidate must enter at least 3 skills along with their proficiency level.

Recruiter can easily see the candidate’s list of skills and their level of proficiency.

That’s it people. That concludes our new resume upload flow.

Have any queries about this or anything at all? Please contact

Nov 14, 2023

Modern hiring is a two-way street. Not only do candidates do their best to land a job with their desired employers, but organizations also need to market themselves to attract and hire the best talent.

But how do you know if your recruitment marketing strategy is working? Using recruitment marketing metrics can help you out! In this guide, find out which recruitment metrics matter.

What Are Recruitment Marketing Metrics?

Recruitment marketing metrics monitor candidate success and improve the hiring process for an organization. They help assess the hiring process and the suitability of the candidates a company is considering hiring. 

Recruitment marketing metrics help companies figure out if their hiring plan is working or not. So, if they see they are not going well, they can change their strategy. They can make better, data-driven decisions to improve their hiring approach. Furthermore, they can decide how much budget to spend on finding new employees and where to assign resources for the best results.

Overcoming Hiring Challenges With Recruitment Marketing Metrics

Recruitment marketing metrics resolve challenges posed by traditional hiring approaches. This makes them more beneficial in modern hiring, making it a more effective and practical hiring approach. Here are some of the challenges recruitment marketing metrics address:

Lack of Substantial Insights 

Many companies rely on outdated or fragmented data sources, such as spreadsheets, to keep tabs on where they find job candidates. This can result in misguided decisions. Organizations may keep on investing in channels or campaigns that are not performing well enough when they lack insights to identify and rectify the issues. This inefficiency can increase recruitment costs and time-to-hire.

Now, how does using recruitment marketing metrics make a difference? These metrics cover all the efforts put into hiring an applicant, from job postings to finally hiring the candidate.

Lack of Quality Applicants

Your organization must attract a sufficient number of candidates. But shouldn’t the ultimate goal be to find the right fit? Well, yes! When looking for the right fit, traditional metrics like the number of applications can be misleading if they don’t consider whether the candidate is relevant and suitable for the job posted.

With no focus on quality, you may end up with a high volume of applicants and still struggle to fill the position with the best ones. This means recruiters will have to waste time on irrelevant applications. Moreover, it can harm your employer brand if candidates experience a poor recruitment process.

Modern hiring practices, including recruitment marketing metrics, not only focus on the quantity and quality of employees but also assess how effective the recruitment marketing efforts have been and what changes need to be made in the recruitment strategies.

Essential Metrics for Recruitment Marketing

Here are some crucial recruitment marketing metrics you must use to hire the right candidate.

1. Click Volume

This metric indicates the number of job seekers who click through to your job description. If you see a lot of clicks, it’s a good sign that people are pretty interested in the job you’re offering, and your marketing content is persuasive. Sometimes, if a job is in high demand, you’ll get more clicks, too.

2. Click-Through Rate (CTR)

CTR measures how often people click on your ads when they see them on job boards, search results, or social media. This way, you can understand what aspects lead to the success of your job ads. Moreover, this metric helps determine how suitable and effective the source for a specific job category is. 

3. Cost Per Click (CPC)

CPC decides how much you pay for a job advertisement based on the number of clicks it brings in. You should consider CPC as it quantifies the cost of hiring campaigns for your company. As it impacts budget allocation for recruitment marketing, recruiters can maximize spend by zeroing in on cost-effective channels and increasing application traffic within budgetary restrictions.

4. Application and Hire Source Tracking

While assessing application and hire source tracking, the information about the source of hiring sheds light on how candidates get into a company’s pipeline for hiring. This may include word-of-mouth, employment agencies, social media, online job boards, and more. Furthermore, the information about the source of applications provides recruiters with information about the channels bringing the applications. But do you know which sources are most effective for your recruitment needs? Evaluating these metrics, recruiters can focus on high-performing sources, distribute resources efficiently, improve recruitment tactics, and cut expenditures.

5. Application-to-Quality Candidate Ratio

The application-to-quality candidate ratio evaluates the success of your hiring efforts. It calculates the ratio of the number of high-caliber prospects identified to the number of job applications received. A lower ratio implies that many applications may not match your job requirements. What do you do if you have a lower ratio? Well, you may need to write better job descriptions or use better targeting methods. 

6. Cost Per Hire (CPH)

CPH calculates the expenses related to recruiting prospective employees. These include costs for onboarding, referral bonus programs, sourcing and recruitment advertising, and various other expenses. Through cost-effective talent acquisition and assessment of hiring costs, this metric helps organizations increase the overall efficacy of recruiting methods.

7. Cost Per Quality Applicant (CPQA)

CPQA determines how much budget is invested in a job campaign or a source that brings in a candidate considered “qualified” for a particular position. Put simply, this metric shows how much it costs to recruit quality candidates. Using this, recruiters can allocate budgets and assure an effective hiring process, which enhances the results of talent acquisition.

Additional Metrics to Enhance Recruitment

The metrics mentioned above are crucial for recruitment marketing. In addition to those, there are a few more metrics that can enhance your recruitment efforts. It would help if you also considered using the following:

Pipeline Generation

Pipeline generation metrics are crucial to monitor because recruitment marketing seeks to make a pipeline of candidates for open positions and future positions for your company. Hiring plans like campus recruitment, job fairs, sourcing, marketing, and more might already be in place as part of your pipeline-building strategy.

But what else can you do to increase the ROI for your recruitment efforts? Well, for that, you must be able to measure the following:

  • The number of applicants getting hired from each of these campaigns
  • If you added more employees to your pipeline this month than you did last month
  • The most productive channel for applications and hires
  • The source you should be putting more time and budget into

Pipeline Quality

Your pipeline should be based on quality over quantity. Adding a high number of candidates to your talent database might make it look impressive. But what if most of them are irrelevant? Yes, that’s not going to help you hire anyone. So, you should check the quality and relevance of your pipeline by analyzing the following aspects:

  • Alignment of your pipeline with your target personas
  • Most effective sources for a relevant candidate pipeline
  • Achieving your diversity targets
  • Recruitment of the candidates with the right skills and experience
  • Candidate engagementThis lets you understand if your hiring campaigns appeal to the right candidates. Plus, you can divide these insights based on individual campaigns to get a precise idea.

Conversion Rates

There may be plenty of talent in your pipeline. But you need to know how well these new prospects turn into candidates. So, you should track the conversion rate of your job postings. What does a high conversion rate mean? Well, it shows you that:

  • More qualified individuals are getting added to your pipeline.
  • Your efforts to develop prospects and tell them about the advantages of working for your organization undoubtedly have an impact.

Candidate Engagement

You may not hire any applicants you have engaged with for several years. So, you must be able to monitor this engagement and determine how it affects your pipeline over time. But why? Well, it can assist you in deciding which candidates to contact first and how frequently you should do so. For example, engaged candidates should be contacted more often than the rest of the pool.


Employing recruitment marketing metrics helps improve hiring processes as companies gain helpful insights about their potential employees and overcome traditional hiring challenges, leading to successful talent acquisition.

Pulsifi makes it easy and highly effective for organizations to adopt recruitment marketing practices and create a great employer brand:

  • With AI and data-driven insights, you can offer job opportunities that are just the right fit for candidates. This improves candidate experiences and creates positive perceptions of the employer brand. 
  • With all the tasks automated, the hiring process takes less time. So, HR teams can focus on shaping an exceptional employer brand story.
  • With its unbiased approach, Pulsifi promotes diversity and inclusion, appealing to a broader talent pool. 
  • Actionable insights help organizations refine hiring strategies and use impactful recruitment marketing practices.

Turn around your talent acquisition and employer branding with Pulsifi. Book a demo today!

Nov 2, 2023

Pulsifi seems to work like magic: predicting with great accuracy how someone will perform for your company, how well they will collaborate with your team, and how they will fit into your culture.

But have you ever wondered how our Talent Prediction Platform works? And how does it work so well at that—achieving over 90% accuracy in predicting job fit, organizational fit, performance, and potential?

In this article, we will attempt to explain everything: from how our platform works to what makes it work so reliably and effectively.

Let’s dive in.

Pulsifi’s Talent Prediction Platform

To understand our platform, we first need to understand the technology behind it.

Put simply, Pulsifi’s platform is enabled by machine learning, AI, and predictive analytics.

You might wonder what these buzzwords mean:

Machine Learning: Think of machine learning as giving a computer the ability to learn from data and make decisions without explicit programming. It’s like teaching a computer to recognise patterns or trends in information, allowing it to make intelligent choices independently.

Artificial Intelligence (AI): AI involves creating machines or software that can perform tasks typically requiring human intelligence. It’s like making a computer think and act like a human.

Predictive Analytics: This involves using data and mathematical algorithms to predict future outcomes by analyzing historical information.

So far, so good.

When these technologies are used together, what this means is our platform can learn without explicit programming, perform tasks like a human, and predict future outcomes based on historical data.

A platform that can learn, think like a human, and predict future outcomes? Yes, you’ve got it.

Perhaps you might still be wondering how these capabilities can be any useful to you.

To understand this, we need to learn how we apply these technologies.

In the case of our Talent Prediction Platform, we primarily learn from the data we gather, including applicants and employees’ CVs, psychometric assessments, video interviews, performance data, 360 feedback, and more.

Since our platform’s inception in 2017, we’ve processed information from thousands of people.

Processing this information is just half the story though. What’s more important is to know what to learn and look for. More specifically, to understand what success in a role, company, and team looks like.

Only by knowing what to look for, can we effectively find that quality we are looking for in that someone.

So, how do we know what to look for in a salesperson, designer, engineer, or programmer, for example?

That’s because we have worked with a huge number of clients across a wide range of industries. Which means our platform has learned to understand what skills, traits, personalities, cognitive abilities, and work styles to look for in each person, in each role.

Now granted, what you require in a salesperson may be different versus for company X, for example. Your strategy, culture, and team may also be different.

That’s why we create a “success profile” for each role that you are hiring, retaining, and developing.

Success profile is simply a blueprint of the qualities, skills, and attributes that make an individual successful in a specific role within your company.

In other words, it’s the ideal person that you want, which we then use our combination of science and AI to assess and “tell” you if the person—you’re hiring or currently working for you— is who you’re looking for.

To make it very easy for you to identify this, our platform offers what we call a role fit score and an organizational fit score in our reports.

A role fit score (from 0-100) is how well this person will fit the role you have.

On the other hand, an organisational fit score (also from 0-100), is how well this person will fit in your company.

Notice the future tense here being used. That’s because we can tell you, or predict, with great accuracy, how likely a person will perform at work, play well with your team, and contribute to your company.

Having people insights to drive transformation. That’s precisely what it is.

Needless to say that when you have such insights at your fingertips, you have a distinct advantage.

Not only will you know who to hire, retain, and grow for leadership positions, for example. But you will know how to move people across teams or departments to solve your most critical projects.

It’s worth noting our unique methodology has produced customer validated outcomes such as:

· Over 90% accuracy predicting job fit, organisation fit, performance and potential
· Over 90% satisfaction from users, employees and candidates
· 80% similar selection rates for talent across different backgrounds, reducing bias and promoting diversity, equity and inclusion
· Up to 70% savings in time and effort

Speaking of results, check out our case studies here on how we’ve helped some of the global brands achieve hiring efficiency, improve employee quality, facilitate DEI agenda and more.

Like to experience how our platform can work for you as well?

Get a demo here

Oct 26, 2023

In today’s rapidly changing business landscape, one thing has become abundantly clear: diversity is not just a buzzword but a driving force behind innovation and success. The businesses that thrive are those that understand the value of diversity-driven leadership. In this blog, we will explore how inclusive teams excel, backed by real-world examples of companies that have successfully embraced diversity. And to cap it off, we’ll delve into the innovative approach of Pulsifi as a case study in fostering diversity and inclusive leadership.

Why Diversity Matters

Before we dive into the success stories of inclusive leadership, let’s understand why diversity matters in the first place. It’s not just about checking boxes or meeting quotas; it’s about leveraging the unique perspectives, experiences, and talents that individuals from diverse backgrounds bring to the table.

  1. Enhanced Creativity: Inclusive teams benefit from a wide range of viewpoints, leading to more creative problem-solving and innovation.
  2. Better Decision-Making: Diverse teams consider a broader spectrum of ideas and possibilities, leading to well-rounded and informed decisions.
  3. Improved Performance: Studies have shown that diverse teams consistently outperform homogenous ones, both in terms of productivity and profitability.
  4. Broader Market Appeal: Diverse teams are more in tune with a diverse customer base, making it easier to connect with a wider range of consumers.

Real-World Examples of Inclusive Leadership

  1. Salesforce: Salesforce has been a pioneer in promoting diversity and inclusion. They’ve set clear goals for increasing the representation of underrepresented groups within their workforce, and they regularly assess their progress. Their commitment to diversity has not only improved their work environment but also resulted in innovative products like “Equality for All.”
  2. Microsoft: Microsoft has made significant strides in gender diversity, with women now holding many leadership positions. Their proactive approach includes mentorship programs, unconscious bias training, and a commitment to pay equity. These efforts have led to increased innovation and product development.
  3. IBM: IBM has a long history of championing diversity, dating back to the 1950s when they hired their first African American employee. Today, they continue to prioritize diversity through initiatives like the “Reinventing IBM” program, which focuses on creating a more inclusive workplace.


Pulsifi: A Case Study in Fostering Inclusive Leadership

Now, let’s turn our attention to Pulsifi, a forward-thinking company that understands the transformative power of inclusive leadership. Pulsifi’s approach goes beyond traditional diversity initiatives; they leverage cutting-edge technology to build inclusive teams.

Pulsifi’s talent platform utilizes predictive analytics and AI to assess candidates based on a wide range of factors, including skills, experiences, personality traits, and cultural fit. By doing so, they ensure that candidates are not only qualified but also aligned with the company’s values and culture.

This innovative approach to talent acquisition enables organizations to:

  • Identify candidates from underrepresented groups based on skills and qualifications.
  • Avoid unconscious bias in hiring by focusing on data-driven assessments.
  • Foster diversity and create inclusive teams that drive innovation and excellence.

Pulsifi’s commitment to diversity-driven leadership is not just a theoretical concept but a practical and actionable solution that has yielded real results for numerous organizations.

In Conclusion

Inclusive leadership is not just a feel-good concept; it’s a strategic imperative for any organization that aims to excel in today’s competitive landscape. As we’ve seen from the real-world examples and the innovative case study of Pulsifi, diversity-driven leadership leads to enhanced creativity, better decision-making, improved performance, and broader market appeal.

So, whether you’re a large corporation or a growing startup, embracing diversity and inclusive leadership should be a priority. It’s not just the right thing to do; it’s the smart thing to do. As Pulsifi exemplifies, the future belongs to those who recognize the value of diverse perspectives and harness them for innovation and success.

Sep 28, 2023

Welcome to the dynamic realm of talent acquisition!  In the grand scheme of things, the workforce forms the bedrock of any organization, and having a stellar team can be the secret sauce for achieving organizational triumph. It’s all about finding the right people, and that’s where a top-notch talent acquisition strategy framework comes into play. It’s the compass that guides us towards innovation and heightened productivity.

 But hold onto your hats because the landscape of hiring has shifted. Gone are the days of mundane hiring tasks; now, it’s all about strategic maneuvers. In fact, a whopping 87% of recruitment experts agree that hiring has evolved into a strategic function. If your talent acquisition strategy is still stuck in the past, solely fixated on filling job roles, it’s high time for a makeover. Your talent acquisition strategy framework should be the golden ticket to securing top-tier talent in every dimension.

 Join us on this thrilling journey as we delve into the world of creative and battle-tested talent acquisition strategies that have the power to transform your hiring process. Are you ready? Let’s dive right in!


1.Defining Your Ideal Candidate

Picture this: You’re not just looking for someone who can do the job; you’re searching for someone who vibes with your company’s vision and culture. That’s the real deal. Companies like DELL get it – they want ‘superstars’ who are all about “driving human progress forward.” So, DELL’s talent acquisition strategy metric focuses on candidates with a proactive attitude, leadership qualities, and excellent teamwork skills.

 It’s all about knowing what makes your company stand out and communicating that vision to potential candidates. But for that, you must know your company’s vision and value in the first place. So, start with recognizing what sets you apart from the rest. After that, you should communicate the same to your potential candidates as your brand’s value proposition.

 As Marc-Etienne Julien, Chief Talent Officer at Randstad Global puts it, “When the economy recovers, the competition for talent is going to spike back up very quickly. So it’s really important for companies to make progress in how they position their employer brand and, more importantly, how they bring it to life.”

 So, don’t just hire employees; onboard the ‘right fit’ talent.

Embracing Diversity and Inclusion

“DEI is a priority to the next generation of employees. Their expectation is to see leaders who look like them and to know organizations are committed to DEI long-term — not only during times of social crisis.”

— Dr. Tana M. Session, DEI Strategist

In competitive times, checking off a fixed list of skills (soft and hard), academic qualifications, and experience levels is not enough. You must be flexible and open-minded in your talent acquisition strategy framework. It can set you apart from the competition, as not everyone does that. Understand that your best talent can have diverse skills, backgrounds, and experiences.

 One of the great talent acquisition strategy examples of this is IBM. It has a diverse and inclusive workplace thanks to its inclusive hiring process. But how do they do it? Well, IBM’s hiring process uses assessment tests as talent acquisition strategy tools. These tests are customized for each job position and scientifically validated. Their talent acquisition strategy metric focuses on merit and skill-based hiring. This makes their recruitment process fair and less biased.

3.Crafting an Engaging Hiring Experience

Candidate experience is one of the buzzing talent acquisition strategy topics these days. Delivering an interactive hiring experience is a strategic move in recruitment. For example, if you include interactive games or simulations in your hiring process, candidates can showcase their problem-solving skills and unique attributes. This makes the process enjoyable. Moreover, this also gives helpful insights into a candidate’s potential within the organization. 

 Take McKinsey & Company as one of the talent acquisition strategy examples for engaging candidate experience. As a strategy and management consulting firm, McKinsey focuses on finding top talent with superb problem-solving skills. To get the best employees, McKinsey has designed a simulated assessment where candidates can show their thinking and problem-solving prowess.


4.Building a Tailored Talent Pool

Designing a talent pool for specific roles is a savvy approach to recruitment. You should actively seek out and connect with potential candidates who align with your company’s needs. Consider it as curating a group of qualified candidates ready to step in when the right job opens up. This way, you’ve already made connections and trust with these individuals. So, hiring becomes simple!

 For example, Atlassian’s talent acquisition strategy framework involves a Talent Community. These members get a monthly newsletter with learnings and resources about remote work and how the company supports its workforce. The growing community has become a helpful resource for the Atlassian talent acquisition team. Its hiring teams determine who would be an excellent fit for their open positions. This way, some potential matches are already lined up for them. Such talent acquisition strategy tools ease hiring and increase the chances of getting the best employees.


5.Unique Benefits and Incentives

Give your team something unique that sets you apart from other companies. Some talent acquisition strategy examples could be Employee Stock Ownership Programs (ESOP) and an immediate pay card for employees. ESOP means giving employees a stake in the company. A quick-pay card allows your employees to get small payday loans. They can pay them back from their next check. These unique perks show your forward-thinking and benefit-focused approach towards your employees.

As a company-specific example, let’s consider Starbucks. The famous coffeehouse chain gives a range of benefits to its employees. These include income protection and savings plans, partner discounts, complimentary beverages, access to alternative medical treatments like hypnotherapy and naturotherapy, comprehensive healthcare coverage, dental and vision insurance, and an Adoption Assistance Program to support its staff. This shows that Starbucks cares for its employees.


6.Employee Referral Programs

Your current team can be your best source for new talent. That’s where referral programs work as effective talent acquisition strategy tools. They motivate employees to tap into their networks and bring in top talent.

 Take Accenture as one of the talent acquisition strategy examples. It has an Employee Referral Program in place. It actively encourages its current and former Accenture employees to refer qualified individuals for their job vacancies.


7.Campus Recruitment Strategies

Partnering with educational institutions is a gold mine. Campus recruitment involves going to or getting in touch with educational institutions to identify and improve emerging talent. To do this, companies attend career fairs and conduct on-campus interviews. This way, they make partnerships with these colleges and universities. As a result, they always have a pipeline full of new talent.

 After hiring, these companies groom these candidates for future jobs. They also align them with company needs, vision, mission, and working style. Many talent acquisition strategy examples exist where companies have partnered with educational institutions to find the best and brightest future employees. Some of them are Adidas, BlackRock, eBay, PayPal, and GlaxoSmithKline.


8.Harnessing AI and Data Analytics

AI and data analytics are your secret weapons. AI and data analytics create a dynamic, efficient, successful talent acquisition strategy framework. First, AI talent acquisition strategy tools can help assess resumes to identify and shortlist top candidates. They can even help you conduct initial interviews. On the other hand, data analytics gives measurable information about talent acquisition strategy metric types and trends. This way, you can learn what’s working and what’s not. This saves time. Moreover, this improves the quality of candidates you finally hire as AI and data analytics choose only the best. 

Progressive companies like Hilton and Unilever use these forward-looking talent acquisition strategy tools. Hilton uses AI to make its candidate experience better. On the other hand, Unilever has an AI-powered chatbot. It gives personalized feedback to candidates and answers their questions.

Conclusion: Pulsifi’s Transformative Solution

In conclusion, it’s essential for companies to reassess their talent acquisition strategies in today’s competitive landscape. Whether they are currently facing challenges or preparing for the future, a reevaluation of their hiring processes is crucial.

Hiring through Pulsifi Talent Prediction Platform ensures having the right people with the right skills, values, and cultural fit. Pulsifi is not just one of the talent acquisition strategy tools. It’s a comprehensive talent solution that empowers your organization powered by AI and predictive analytics

With AI and predictive analytics, we identify your perfect candidates swiftly. Plus, we ensure they’re a culture fit for long-term success. So, if you want to transform your hiring framework and get the best workforce in all aspects, explore Pulsifi’s predictive talent solution that thoroughly optimizes your hiring process. Secure the best hires for your business with Pulsifi!

So, there you have it – some fantastic strategies to turbocharge your talent acquisition game. Remember, your dream team is just around the corner!


What are talent acquisition strategies?

Every company has ways of finding and hiring the right people to work for them. This set focuses on attracting, identifying, and assessing employees according to business needs. The strategies they use to enable the hiring process are called talent acquisition strategies, such as campus recruitment, employee referral programs, and AI-based assessments. These strategies often aim to find great employees who will stay with the company for a long time. 

What is enterprise talent acquisition?

When a large company hires employees using its set of guidelines, plans, and processes, possibly across various departments and branches, it is called enterprise talent acquisition. They aim to find, evaluate, and hire the best workers on a big scale. Their hiring process may include posting jobs, sourcing candidates, conducting interviews, and making job offers.

What are the 4 pillars of talent acquisition?

The four pillars of talent acquisition are sourcing, assessment, selection, and onboarding. These stages reflect the journey of bringing a new candidate into an organization.

How do you build a strong talent acquisition strategy?

To build a comprehensive and strong talent acquisition strategy, you first need to assess your company’s needs for the workforce and define your company’s vision and goals. Then, come up with ways to find and evaluate potential employees that match your needs and goals. Once you have a plan, put it into action. Apart from this, continuously improving the hiring process and candidate experience is vital.

Sep 22, 2023

As you know by now, having the perfect resume or interview doesn’t guarantee that you’ll find the right person. There’s more to discovering the ideal candidate than what’s presented on paper. That’s one reason why 58%  of recruiters now depend on Artificial Intelligence (AI) to identify top candidates. 

An illustrative application of this technology is in predictive hiring assessments. They demonstrate how well a candidate might align with the team, culture, and role, which is something you can’t accurately ascertain from a resume or an interview alone.

If you’re yet to explore the potential of predictive hiring, this blog describes it and how it can improve the recruitment process. Let’s get started!

What Are Predictive Hiring Assessments?

A predictive hiring model establishes criteria for long-term performance. It takes historical data to find common performance patterns among successful employees in similar roles. Then, it correlates these criteria with the candidate’s personality. This includes cognitive abilities, motivational drivers, and cultural alignment.

Predictive hiring assessments are based on this predictive hiring model. They use data analytics, AI, and NLP (Natural Language Processing) to evaluate a candidate’s personality. Accordingly, they predict their future job performance, cultural fit, and organizational success.

Traditional assessments stick to a fixed set of criteria – qualifications, skills, and past experiences. They help know what a candidate offers at present. However, predictive hiring is more into assessing how well a candidate will do in the future.

How Can Predictive Hiring Benefit Your Hiring Process?

Predictive hiring improves the recruitment journey and makes it smoother for organizations. Here’s how:

Better Productivity 

Predictive hiring helps identify productive employees with greater efficiency. It gives insights into how proficient a candidate is in reasoning, problem-solving, and learning. Plus, it tells about their personality and what motivates them. This helps figure out how successful a candidate might be in a particular position. This makes it more likely to hire employees who can contribute to the company’s success.

Time Efficiency

Predictive hiring comes with automation. So, it not just saves time. It also saves valuable resources, such as recruitment expenses. So, while AI handles the assessment tasks, you can focus on other tasks, such as candidate experience or final recruitment stages. This efficiency speeds up the hiring timeline.

Streamlined Screening

Job openings often attract many similar resumes due to the high volume of applicants. This makes candidate differentiators crucial. Predictive hiring software goes through this data to identify high-potential candidates. It may shortlist the best five to ten candidates for closer examination. This way, it eases the screening process for you. 

Better Candidate Experience

Predictive hiring matches candidates with positions that suit their skills and motivations. Consequently, candidates are less likely to be placed in job positions that aren’t a good fit. Eventually, this increases job satisfaction. Moreover, predictive hiring allows quick feedback and less wait times for candidates. As a result, candidates see the company as a considerate brand.

Reducing Bias

AI-driven assessments help recruiters tackle unconscious bias. They don’t rely on the recruiter’s intuitions, gut feelings, or subjective opinions. Instead, these assessments stick to the candidate’s qualitative and quantitative data. This makes the hiring process fairer. It also promotes diversity and inclusion.

Candidate Screening through Pre-employment Testing

Collecting candidate data through pre-employment tests helps predictive hiring. It provides deep insights into the abilities, skills, and personalities of potential recruits.. Let’s delve into why do employers use pre-employment tests

  • Candidate screening by means of pre-employment testing provides objective and reliable candidate information. 
  • Pre-employment tests save time on resume reading and interviews.
  • These tests ensure high-quality hires by predicting job performance almost precisely.
  • Pre-employment tests can positively affect organizations: better workforce productivity, enhanced employee retention, and reduced turnover costs, such as hiring and training expenses.  

Here’s how primary types of predictive hiring assessments predict respective candidate personality traits:

Leadership Assessment

Besides evaluating competencies and experiences, leadership assessments delve into candidates’ personality traits and motivational drivers. They look for potential leaders who have the required job-based skills along with qualities like emotional intelligence and ethics. 

Motivation Assessment

What motivates a candidate affects how they commit and engage in their work. So, motivation assessments evaluate candidates’ alignment with job tasks, leadership styles, and company culture. They ensure that candidates are motivated by the activities they will face in their job role.

Behavioural Assessment

Behavioural assessments predict how candidates are likely to behave in a work environment. The pre-employment psychological test helps identify individuals’ working styles and behaviours. This ensures that candidates meet the expected behavioural norms and the organization’s needs.

Skills Assessment

To predict a candidate’s success in skill-based roles, it is necessary to assess their ability to perform the required tasks effectively. This way, skills testing for employment helps identify candidates with necessary skills who can apply them in a real work setting.

Cognitive Assessment

Cognitive assessments predict whether a candidate is capable of learning new skills and adapting to changing conditions in the organization. The pre-employment aptitude test for cognitive abilities helps determine candidates’ suitability for roles that demand high-level thinking.

Predictive Interview Questions

Using a mix of strategic interview questions that explore different aspects of a candidate’s personality, recruiters can identify individuals likely to succeed in their job roles.

Motivation Assessments

  • Tell us about a project or task where you felt genuinely motivated and engaged. What motivated you?
  • Our organization values an inclusive culture. Do your personal motivations align with these values? If yes, how would that alignment benefit our team?
  • Discuss when you had to work on a project that didn’t interest you. What kept you motivated? How did you maintain productivity?

Behavioural Assessments

  • Can you tell us about a situation when you handled a problematic coworker/client? How did you resolve the issue and maintain a positive working relationship?
  • Discuss a project where you had to take on a leadership role when it wasn’t an official leadership position. How did you guide your team to success?
  • Describe a situation in which you made a mistake at work. How did you handle it? What did you learn from the experience?

Skill Assessments

  • Tell us about a specific project where you applied the skills relevant to this role. What was your approach? What was the result?
  • Can you describe a challenging situation you faced while using cloud computing skills (or any other specific skill)? How did you overcome it?
  • What recent developments in cloud computing skills (or any other specific skill) have the potential to affect our industry as per your opinion?

Cognitive Assessments 

  • Could you tell us about a situation when you analyzed a large amount of data to make a decision? What was the decision? How did you reach it?
  • Tell us about when you were asked to work on a project outside your comfort zone. How did you adapt to it? 
  • Have there been instances where you had to make quick decisions based on limited information? If yes, explain the experience and your decision-making process.

Leadership Assessments 

  • You’ll need to make tough decisions as a leader. Can you give an example of a difficult decision you’ve had to make in your career? How did you arrive at your decision? What were the results?
  • Leaders need to inspire and motivate teams. Could you share an experience where you successfully motivated a team to achieve a challenging goal? 
  • Effective leaders must adapt to various situations. Can you describe a situation where you had to adjust your leadership style to meet your organization’s needs?

How to Implement Predictive Hiring in Your Organization?

Here’s how you can implement predictive hiring in your firm:

Step 1: Collect Standardized Data 

Collect comparable data for diverse candidates, roles, and development plans. It enables meaningful comparisons between applicants and interviewees. So, gather consistent, measurable data from pre-employment tests, applications, interviews, performance, and satisfaction.

Step 2: Identify Your Team’s Ideal Profile 

To implement predictive hiring effectively, understanding your team’s ideal profile is crucial. Leverage data analytics in your recruitment process. Ask questions like:

  • What is the average time it takes to fill a job vacancy?
  • How many candidates typically apply for each job posting?
  • How many offers are extended, and what’s the acceptance rate?

Step 3: Identify Motivators and Aptitude Requirements

Craft a precise job profile for your upcoming vacancy. Here’s how:

  • Describe the personality traits and behaviours you want. 
  • Find out what motivates candidates. 
  • Check if they have the needed skills. 

This ensures you choose someone who can handle the job’s requirements. Psychometric assessments provide valuable, comparable data against these criteria.

Step 4: Implement Psychometric Assessments

Finally, introduce psychometric assessments. This would ensure an unbiased and consistent evaluation of candidates. After candidates complete the assessments, measure their results against your preferred criteria.

Conclusion: Pulsifi’s Transformative Solution

Predictive hiring assessments have a forward-looking perspective. They enhance productivity, save time, ensure unbiased screening, and improve candidate experiences. 

Experience a remarkable 70% increase in candidate processing efficiency and a 40% reduction in time-to-hire with Pulsifi’s precise predictive analytics. Our solution ensures you secure top talent faster, make culture-fit hires, and achieve higher retention and stellar performance.

Pulsifi is more than just a recruitment tool; it’s a comprehensive talent solution that empowers your organization.

 In this era where people truly matter, our approach goes beyond the surface. We delve into the comprehensive understanding of individuals through assessments, performance metrics, feedback, robust traits, and skills analysis – a window into their true essence.

 With Pulsifi, you’re not just hiring talent; you’re shaping the future of your organization, one data-backed decision at a time. Start your journey toward a brighter, more diverse, and talent-driven future today.


What is predictive recruitment?

Predictive recruitment is a hiring approach that uses data-driven methods and assessments to forecast a candidate’s potential job success. It uses artificial intelligence, psychometric assessments, and behavioral analysis, to identify candidates who best fit a role based on their skills, personality traits, and motivations.

What is a predictive hiring interview?

A predictive hiring interview assesses a candidate’s potential for success in a role. It focuses on predictive factors such as skills, motivations, and behaviours. It predicts how well a candidate will perform in a specific job based on their interview performance.

What is the PI in the hiring process?

PI stands for “Predictive Index.” This behavioural assessment tool helps understand the workplace behaviours and motivations of candidates. 

What is a pre-hiring assessment?

A pre-hiring assessment is a test conducted during the early stages of the hiring process. It screens and assesses candidates’ qualifications, skills, and suitability for a particular job. It helps identify promising candidates before moving forward with interviews and further evaluations.


Sep 18, 2023