As roles become more complex, talent shortages intensify and transversal skills gain importance, the way organisations design training will be completely reshaped from 2026 onwards.
A flawless CV, a convincing interview, strong references... and yet, just a few months after starting, the employee leaves their role. This scenario is all too common. Many hires fail not due to a lack of technical skills, but because the individual’s profile doesn’t truly match the role’s requirements or the working environment. This is precisely where predictive matching comes into play.
Sales potential is a subtle mix of motivation and personality, alongside specific aptitudes for selling, technical skills, relationship intelligence, and intellectual agility.
Faced with complex challenges such as the hybridization of professions, the shortage of talent, the lack of skills, being able to anticipate the potential, skills and behavior of candidates is crucial for any company.
The information collected in the traditional way in the context of a recruitment - studies, past experiences, reference checks and interactions during interviews - are not sufficient to give a solid indication of future success in a position.
At Central Test, we have developed a predictive model that enables optimal prediction of individual potential by combining the science of psychometrics and artificial intelligence.
In HR, predictive analytics is already transforming talent acquisition and management processes. As part of an artificial intelligence application, it allows one to use the power of data to anticipate candidate/employee behaviours and predict their future performance.
Lack of clarity about the position, interviews done 'on intuition', no clear objectives, shortage of talents... Still today, nearly half of all recruitments are a failure.
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