Map candidate’s performance against your KPIs and job benchmarks to uncover high performers.
Empower your organization with insights that improve decision-making, strengthen culture, and sustain long-term performance.
Make hiring practical, not personal.
Our behavioral assessments give you science-backed insights into candidate job fit—before you make the offer.
SmoothHiring offers you an intelligent, data-informed approach to acquire promising talent to fit your organization and your culture.
Every role is unique. So should be your hiring strategy.
SmoothHiring’s behavioral assessment helps you attain success for each position with precision. Create tailored job benchmarks to evaluate candidates against the traits that truly matter for the role—before they join your team.
Finding the candidate who contributes to another number in your attrition report or finding the candidate who thrives as a long-term hire? No prizes to this question. Our predictive analytics and performance prediction score prevent you from making costly mis-hires.
Here’s why recruiters, HR teams, and growing companies trust SmoothHiring:
At its core, SmoothHiring is a predictive assessment tool that combines behavioral science, psychometric testing, and AI-driven insights to help you hire smarter
Our data-driven solution ensures you get the right people in the right roles, so you can focus on building teams, not rehiring.
Support your high performers’ career goals with data-driven insights that nurture growth, engagement, and long-term success.
Create Custom Job benchmarks based on high performers with ease. Replicate best employees and increase productivity.
Candidates matched to roles based on behavioral benchmarks show a 95% alignment with job expectations.
Our managers report higher confidence and satisfaction with hires made using predictive assessments.
Fewer mismatches mean fewer costly exits and better retention rates.
These assessments analyze historical data and candidate behavior to identify high-potential employees who align with your organizational culture and job requirements. This data-informed approach reduces bias, prevents costly mis-hires, accelerates time-to-hire, and builds robust talent pools, allowing hiring managers to focus on selecting candidates who will thrive long-term.
Yes, assessments can be tailored by competency weightings, seniority level, and work environment. This customization improves the relevance and accuracy of the results, ensuring that hiring managers receive focused insights specific to the demands of the role and organizational context.
Yes, many predictive behavioral assessments are delivered via digital platforms that provide automated scoring and bias-free analysis. These solutions are scalable, time-efficient, and easily integrated into existing Applicant Tracking Systems (ATS), making them ideal for high-volume recruitment without sacrificing assessment quality.
Managers receive detailed reports including candidate performance predictions, competency profiles, strategic interview questions, coaching tips, and red-flag indicators. This holistic view supports objective decision-making and provides ongoing support for employee development beyond the hiring process.
A predictive behavioral assessment is built to forecast job outcomes (performance, ramp time, retention) by mapping work-style signals to role-specific success profiles, whereas generic personality tests simply describe traits; by anchoring scores to validated competencies and job families, you get actionable hiring guidance—structured interview prompts, red-flag probes, and coaching tips—rather than abstract trait labels that leave managers guessing.
Yes—role profiles can be configured by competency weightings (e.g., customer empathy vs. persistence), seniority, and environment (remote, field, high-volume), producing scorecards that reflect your real work context; this tailoring improves signal-to-noise and gives hiring managers focused follow-ups like, “Probe for stakeholder management where the candidate scored moderate,” instead of one-size-fits-all recommendations.
Yes, SmoothHiring’s predictive behavioral assessment doesn’t just forecast job performance; it also aids in strategic team placement by matching individuals’ natural work styles with environments that maximize their potential and satisfaction, directly contributing to higher engagement, lower turnover, and better team dynamics
Predictive analytics helps organizations identify high-potential candidates, create robust talent pools, and improve recruitment processes. It provides objective visibility into recruitment activities and enables proactive decision-making
Here are a few examples: Google uses predictive analytics to identify top candidates and reduce the number of interviews needed, cutting their hiring time in half.
LinkedIn Recruiter leverages machine learning techniques like Gradient Boosted Decision Trees to match candidates to job openings based on factors like work experience and skills.
Predictive analytics analyzes past data and trends to identify the qualities of successful hires, target the right candidates, and personalize their experiences. This streamlines your funnel, reduces time-to-hire, and gives you a competitive edge ensuring that you’re attracting the right talent pool, not just a big pool.
Many forward-thinking companies across various industries embrace predictive analytics in their hiring processes. Notable examples include tech giants like Google, Cisco, Sprint, and Deloitte. These companies leverage data-driven approaches to make informed decisions and consistently hire top talent
Applicant Tracking Systems (ATS) typically use keyword matching for initial screening, which can overlook qualified candidates if their resumes lack specific terms. Unlike this approach, predictive analytics analyzes historical applicant data, job descriptions, and successful hiring patterns like skills, experience, and cultural alignment to identify correlations beyond surface-level keywords. Therefore, organizations can achieve significant improvements in recruitment outcomes with predictive analytics.
Predictive analytics transforms recruitment by using historical data and current trends to forecast future hiring needs, empowering organizations to make proactive, data-driven decisions. This shift improves efficiency and accuracy in talent acquisition, potentially saving valuable time per week otherwise spent on manual tasks.
Let us profile your top performers and put together comprehensive WHY data that you can use immediately to hire. Speak with one of our representatives to learn how to save time and money while making dramatically better people decisions:
Let us profile your top performers and put together comprehensive WHY data that you can use immediately to hire. Speak with one of our representatives to learn how to save time and money while making dramatically better people decisions:
