In this day and age, tech is developing at the speed of light. Keep up by learning to re-skill your teams with these three processes.
Copyright by www.thehour.com
I’d like to introduce you to three technologies that will help people leaders discover talent and fuel your teams’ evolution to avoid dinosaur syndrome (falling behind in terms of the skill and functionality of your teams). Let’s walk briefly through each of them.
Bias Avoidance Talent Matching
The first tool is SquarePeg , a matching service for job seekers and employers that uses online assessments to measure a candidate’s aptitude, preferences and character traits, and determine which organization would be the best fit.
When founder Claire McTaggart spoke to me of her time leading a recruitment team as a hiring manager for a strategy consulting firm, she said she found that her team was asking the wrong questions. Instead of, “Where did you go to school? What was your GPA? Which company are you at now?” they should have been asking “Do you enjoy solving analytical problems? Do you work well on teams? Are you interested in working with a large organization?”
The SquarePeg platform takes such psychometrics and preferences into account. How it works: The candidate takes the assessment, which matches her with jobs for which she’s a strong fit. Each employer has taken the assessment as well. When the candidate receives her report at the end of the assessment, it tells her, “You’re an 84 percent match with Company XYZ, and here’s why.” She can then choose to connect with the companies she matched with.
On the employer side, the hiring manager now has a curated selection of people who are a good fit for the organization and interested in working there. The recruiter gets to skip the tedious work of scanning through resumes and can focus on higher-value human-to-human exchanges, educating the candidate about the role and telling her where she may experience success as well as which job functions might prove challenging.
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Predictive Machine Learning Evolving at the Speed of Your Organization
Pymetrics uses neuroscience and machine learning to help companies hire in a way that’s predictive and diversity-friendly. A candidate encounters Pymetrics as the first step in a company’s job application process. Pymetrics uses neuroscience games and machine learning to predict whether a candidate would be a good fit in the workplace. Here’s how it works: The candidate takes a 20-minute assessment in the form of computer games that analyze things such as memory, planning, attention, risk tolerance, risk and reward profile, and learning style. Prior to this, everyone else in the company had taken the assessment, too. Pymetrics then compares the data from the assessments to determine whether the candidate is a good match. […]
Read more – www.thehour.com
In this day and age, tech is developing at the speed of light. Keep up by learning to re-skill your teams with these three processes.
Copyright by www.thehour.com
Bias Avoidance Talent Matching
The first tool is SquarePeg , a matching service for job seekers and employers that uses online assessments to measure a candidate’s aptitude, preferences and character traits, and determine which organization would be the best fit.
When founder Claire McTaggart spoke to me of her time leading a recruitment team as a hiring manager for a strategy consulting firm, she said she found that her team was asking the wrong questions. Instead of, “Where did you go to school? What was your GPA? Which company are you at now?” they should have been asking “Do you enjoy solving analytical problems? Do you work well on teams? Are you interested in working with a large organization?”
The SquarePeg platform takes such psychometrics and preferences into account. How it works: The candidate takes the assessment, which matches her with jobs for which she’s a strong fit. Each employer has taken the assessment as well. When the candidate receives her report at the end of the assessment, it tells her, “You’re an 84 percent match with Company XYZ, and here’s why.” She can then choose to connect with the companies she matched with.
On the employer side, the hiring manager now has a curated selection of people who are a good fit for the organization and interested in working there. The recruiter gets to skip the tedious work of scanning through resumes and can focus on higher-value human-to-human exchanges, educating the candidate about the role and telling her where she may experience success as well as which job functions might prove challenging.
Thank you for reading this post, don't forget to subscribe to our AI NAVIGATOR!
Predictive Machine Learning Evolving at the Speed of Your Organization
Pymetrics uses neuroscience and machine learning to help companies hire in a way that’s predictive and diversity-friendly. A candidate encounters Pymetrics as the first step in a company’s job application process. Pymetrics uses neuroscience games and machine learning to predict whether a candidate would be a good fit in the workplace. Here’s how it works: The candidate takes a 20-minute assessment in the form of computer games that analyze things such as memory, planning, attention, risk tolerance, risk and reward profile, and learning style. Prior to this, everyone else in the company had taken the assessment, too. Pymetrics then compares the data from the assessments to determine whether the candidate is a good match. […]
Read more – www.thehour.com
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