12 Reasons to Stay Away from ELTic Predictive Analytics: Lessons from Al Hormozi

Are you on the fence about exploring predictive analytics for legal talent recruitment? If so, let me give you 12 reasons to steer clear, followed by five reasons to reconsider.

Why take this approach, you wonder? Well, inspired by a video by Alex Hormozi about how the brain is better at finding problems than finding solutions and why you should list all the possible ways in which you can screw something up and then do the exact opposite to succeed, I analysed our lost sales opportunities over the past three months and realised that I've invested significant time chasing opportunities that led to pain for both myself and others. Reflecting on the 26 lost opportunities during this time, I've compiled a list of reasons for each loss, which I'll share with you to save you the trouble should you find yourself in similar circumstances.

12 Reasons to Avoid Predictive Analytics in Recruitment:

1. Large Company Syndrome

- If you work in a large legal recruitment firm with big IT teams and prefer in-house solutions over trying innovative products, predictive analytics may not be for you.

2. Lack of Authority

- If you lack the power to initiate change and prefer maintaining the status quo to avoid rocking the boat, predictive analytics might not fit your organizational culture.

3. Managerial Inertia

- Managers who recognize problems but see no personal gain in implementing solutions might find predictive analytics more trouble than it's worth.

4. Problem Fatigue

- Individuals who have resigned themselves to the current state of recruitment and no longer believe in the possibility of improvement may not benefit from predictive analytics.

5. Skepticism

- If you doubt the existence of solutions to longstanding recruitment challenges, predictive analytics may seem like just another futile endeavor.

6. Comfortable Complacency

- Those who prioritize a feeling of security (often unaware of some potential danger) over improving work-life balance and efficiency may see no need for the disruptive change predictive analytics could bring.

7. Satisfaction with Subpar Solutions

- Users of existing, inadequate recruitment tools who are content with the status quo and unwilling to explore better alternatives may not see the value in predictive analytics.

8. Experience as a Barrier

- Seasoned recruitment professionals who believe they've seen it all and have nothing new to learn may overlook the potential benefits of predictive analytics.

9. Unreliable Engagement

- Those who express interest but consistently fail to follow through on meetings or communications may lack the commitment necessary for the successful adoption of predictive analytics.

10. Lack of Challenges

- Individuals who perceive no significant pain points in their recruitment processes may not see the need for predictive analytics.

11. Preference for Red Tape

- Those who prioritize bureaucracy and exhaustive contract negotiations over addressing actual recruitment challenges may not be ready for the agility predictive analytics offers.

12. Distrust of Value

- If an offer seems too good to be true and you're unwilling to investigate further, you may miss out on the potential value predictive analytics could bring.

5 Reasons to Consider ELTic Predictive Analytics:

1. Power and Authority

- If you can make meaningful changes in your organization and are motivated to improve processes, predictive analytics could be a game-changer.

2. Open-Mindedness

- Believing in the possibility of innovative solutions and being willing to invest time and effort to explore them can pave the way for the successful adoption of predictive analytics.

3. Pain Recognition

- If you're tired of inefficient recruitment practices and are eager to streamline processes to save time and effort, predictive analytics could offer a solution.

4. Readiness for Change

- Being proactive about seeking improvements and willing to invest in effective solutions demonstrates readiness for the transformative potential of predictive analytics.

5. Value-Driven Approach

- Recognizing that something sounding good might deliver value, you're open to exploring the potential benefits predictive analytics could bring to your recruitment efforts.

If you resonate with the five characteristics above and are ready to embrace change, reach out to us for a trial of ELTic Predictive Analytics. We're committed to helping you achieve success and overcome your recruitment challenges. Let's embark on this journey together towards a more efficient and effective recruitment process.