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