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Now that graduation time has come and gone, it may be time to ramp up your hiring practices and scoop up some of that fresh and eager talent. But how do you know who’s the best fit? Their resumes may be short, but they could be long on potential. Predictive data can help you to quickly—and accurately—sort it all out.

What do Employers Want?

A recently-released survey by the National Association of Colleges and Employers (NACE) reported that college graduates should have an easier time finding a job this year than those who graduated in 2013. Overall, results from the survey which was distributed to 1,015 NACE, said that employers plan to hire 8.6% more graduates this year than they did last year. “It shows some employer optimism in the job market,” said Dan Black, president of NACE and the Americas director of recruiting at EY (formerly Ernst & Young).

More than half of hiring employers reported strong interest in bachelor’s degree graduates in accounting and various business fields as well as engineering and computer sciences. More than half also expect to hire master’s level candidates, including MBAs.

So, what are some of the skills that employers are thirsting for? They fall in order of importance here:

  • The ability to make decisions and to problem solve.
  • The ability to verbally communicate and network with people inside and outside the company.
  • The ability to obtain and process information.

How Can Employers Get What They Need?

As you can imagine, evaluating these types of intangible skills can be tricky. How do you identify savvy problem solvers? How do you know who will know how to best work a room? This is where predictive data can make your life a whole lot easier. And the news is good because there are several ways that you can add predictive talent selection into your hiring process. Here are just a few ways you can do it:

  • Incorporate “must-have filters” at a very early stage.
  • Use an early assessment.
  • Create a phone screen scoring matrix.
  • Use a well-structured, easy-to-score interview guide.
  • Use online reference checking.

All of the above and more, will help you to get measurable results along with well-qualified candidates in much less time than more traditional hiring tactics can yield.

To get the full scoop, read this free Chequed.com white paper here: Seven Ways to Add Predictive Data to Your Talent Selection Process.

Your quality of hire and your talent pipeline will be sizzling in no time.

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