When it comes to finding and selecting candidates to interview for an open position, not much has changed in the last decade or so. Sure, most candidates have their profiles and even references online now, but the “system” is still set up for recruiters to hire for pedigree rather than the person’s aptitude or cognitive abilities. That’s a big limitation, because where candidates went to school or who they worked for previously doesn’t tell you how emotionally intuitive they are, or how they deal with conflict in high-stress situations.
We’ve been working to make hiring more efficient and productive for companies and more humane for applicants for quite some time. But we know there is still work to be done, especially when it comes to matching candidates to jobs where they will truly excel. This is why I was thrilled when Frida Polli, co-founder and CEO of pymetrics, a Workday Ventures partner company, came to talk with us about how we can advance the state of the art for hiring practices.
Part one of my filmed discussion with Frida delves into the fundamental problems of the labor market and state of hiring today, and how pymetrics is using cognitive neuroscience to fix the career search process and give recruiters more time to spend with candidates:
Part two gets deeper into the customer benefits of the Workday-pymetrics relationship, why cognitive and emotional traits are better indicators of future success than facts on a resume, and how the traditional hiring process can perpetuate bias:
I hope you’ll enjoy this insightful two-part discussion as much as I did.