Every tech employer wants and needs to hire the most exceptional people in order to innovate and remain a competitive player in their market. The war on talent is becoming a much harder battle to fight every day. In 2018, recruitment intelligence will be essential in remaining a top employer brand that can successfully attract, convert, and retain highly valuable people.
The current question is: how can hiring managers grasp what competencies, traits, and attributes are needed most specific to each type of job? Because not every person with the proper skill set will excel in your workplace.
At BubbleHR, we believe that determining the types of people needed to succeed in a certain position, should first be measured by the current state of the organization itself:
- What valuable skills, traits, and abilities do you already have with your current employees?
- How do your employees currently express their thoughts and ideas?
- How do they perceive your organization?
- What are your teams collective goals and plans to grow?
By answering these questions we can start determining the real meaning of ‘cultural fit’ by understanding the types of people you do and do not have in your company. Hiring someone who ‘fits’ into your team means more than just two people getting along. It has to do with copious amounts of data analysis on entire team dynamics in order to find the most prominent variables leading to success, and implementing them into your everyday screening functions.
Historically, recruiters and hiring managers have used hard skill assessments to gauge the extent of the candidates hands on abilities, but when it comes to understanding someones soft skills, the interview has always been a focal point in the final human decision-making process.
This is primarily due to the fact that our subconscious interpretation of interviewees drives a majority of our perception when we envision that person working as a member of our team. This means that one of the most vital elements to a final decision in the hiring process is based on human processed interpretations - where a majority of unconscious bias is formed.
Recruiting teams claim they want be more ‘data-driven’, but how much of their selection process can possibly be based on facts? Certainly not 100%, or at least not yet.
Initially, if we try to comprehend the amount of information that can accessed online, it is quite convenient to think that ‘Big Data‘ is enough to make evidence based hiring choices. However, the concept of hiring a real human being to perform highly competent tasks on a daily basis, must be based on way more than just information available online.
Applying intelligent technologies such as machine vision, natural language processing, and deep neural networks to large data sets of existing candidate information can be useful of course. However, if we want to truly understand the nature of how well a person ‘fits’ into an organization and more specifically a position without bias, we must feed the machine all of the information a human interviewer normally collects and processes subconsciously during the rich interview experience.
Through the re-creation of interview experiences for both parties online, we have created a new digital dimension for corporate hiring operations to leverage. This means that by implementing BubbleHR, employers will have the innate ability to showcase true authenticity from inside the office, while becoming more informed prior to making contact with prospective candidates.
So, what does all of this mean for the current process? And how will these advancements help us make a major leap forward towards predicting organizational success?
It means bending traditional talent acquisition methodology in a way that adopts newly discovered modern social science. Empowering both parties to showcase practical interview worthy information and perceive each other through a series of virtual impressions tailored for preliminary human decision making processes. Thus, allowing the actual face-to-face interview to become a much deeper and thorough exercise at half the expense.
Let’s face it, too much of the final decision (or even just deciding who to interview) is currently being based on intuition filled with unconscious human bias. Organizational success can be advanced immensely through the use of machine interpretation inside and out to bridge the gap of human information processing at scale.