Discovering talent with “Data Driven” solutions
Data Driven: sounds good, but what is it?
The definition of Data Driven is that decision-making is based on data, instead of subjective measures like experience or intuition. The NeurOlympics are developed to facilitate data driven decision-making within recruitment and talent acquisition. Our main goal is to objectify the matching process, by letting the data speak for itself. The data is obtained by our Online Gamified Assessment, the NeurOlympics, and used as an objective ‘match maker’ between candidates and job openings. We measure cognitive abilities and match a candidate with the Cognitive Job Profile (the desired cognitive profile) of a vacancy, instead of looking at experience, age, background or gender. The NeurOlympics are a bias free (click here for more information) assessment, reassuring to be as objective as possible in predicting success on the work floor.
Using Data Driven solutions, how does it work?
After playing the 4 games of the NeurOlympics, 53 different cognitive factors are calculated. These factors are combined into 16 cognitive skills. Based on these cognitive factors and cognitive skills we calculate a match score between the scores of the candidate and the Cognitive Job Profile. The Cognitive Job Profile consists of different skills that are important for a specific company and for a specific function. The match score is easy in to interpret: the higher this score, the better the match. This way we can match candidates who are capable of doing what is asked, instead of candidates who say of think they can do what is asked.
The Cognitive Job Profile, what is it and how does it work?
How do you come up with a Cognitive Job Profile? How do you know which cognitive skills are necessary for a job? We provide two techniques to create the Cognitive Job Profile:
A – Through data (what else)
B – By objectifying input of experts.
For the first technique – method A – there are a couple of prerequisites, like the desired profile should fit a very clear and proper defined function, and data of others employees within that exact same function should be available to build our model on. In this case the other employees are asked to participate in the NeurOlympics. Their data is analyzed and result in a combination of skills that are essential for the job and maybe also which skills that need to be less developed. Also, in case there are extra measures available for success, like reviews or bonuses, this can be used to improve the model. Based on the outcome of the employees a Cognitive Job Profile is created for potential candidates. There is not a moment in time when human interpretation can affect this outcome. To summarize: the data creates the Cognitive Job Profile and the data defines the match.
However, in most cases these prerequisites of method A cannot be matched. For example, it could be that there are not enough employees available to base the Cognitive Job Profile on. Also, it could be that the vacancy is completely new within a company, so there is no reference available at all. It could even be that with considering innovations in the field or foreseen changes in the line of business, a different set of the cognitive abilities is required for future employees than for current employees. For these situations we have method B: the expert method. HR experts know what they are looking for in a candidate. To keep it as data driven as possible, we ask multiple experts to point out the desired cognitive qualities of the candidates. Not out of blue, but through a standardized and nifty tool. Behind the scenes, the answers of the experts attach different weights to the different cognitive skills. The professional opinion of the experts is transferred into objective data and together all opinions are combined into the Cognitive Job Profile of the new job opening.
Easy, right?! Do you want to know how BrainsFirst can make your recruitment process more Data Drive? Please contact email@example.com