What if I told you that your next job would be to live on a deserted island? Or by thwarting Dothraki’s invasion?
Unfortunately, this is not a die invite for Game of Thrones. The recruits prepare to save us from this temporary halt when a rookie sits down and says “So tell me about yourself.”
This will not make the hiring process more tolerable, but many new startups also claim that the employment game can help companies deal with unconscious bias.
Why cv scan doesn’t work
Man is inherently biased. From a nervous perspective, every day we filter a lot of information. To prevent overload, our brains are intertwined to automatically classify them for easy handling. At the same time, this process can prepare us to draw conclusions based on unconscious stereotypes.
To minimize the effects of prejudice, in the 1950s, the Boston Symphony Orchestra performed a blind trial with musicians and performed their roles as judges behind the screen. This ensures that the selection process was based on skills, not gender. One study found that the practice increased the likelihood of hiring musicians from 25 percent to 46 percent.
In an attempt to replicate this success, many big companies including Deloitte, HSBC and BBC are now committing blind anonymity. Recently, Amazon has designed an AI-based technology that can completely remove humans from CV scans. But are Siri and Alexa really better than us?
The problem is that artificial intelligence and machine learning work in the same way that our brain works. It works by processing and learning from historical data. What Amazon found was that its new recruitment tool was actually discriminating against female applicants, as it learned to allocate fewer points to an applicant who enrolled in university with all women or hobbies such as “women’s chess clubs” use to have.
While many see this as a problem in filtering out historical bias from our data, the fact remains that the problem lies not only in our bias, but also in the process.
Although we are hiding the identity of applications, we still evaluate applicants based on criteria suited to a certain type of background. If companies continue to search for placements that graduate from Ivy League school and have worked for some major companies, we will only work to reduce and maintain the bias found in other recruitment processes.
Blind recruits meet gamification
Vivek Ravi Shankar, CEO of Hacker Rank, saw this difference well while working in the technology sector. He knew very talented developers who were constantly spending on jobs because they had not gone to university or worked for major companies like Amazon or Microsoft.
Companies with traditional characteristics, such as universities and seeking work experience, are not only critical to finding the best technical talent. About half of the developers do not have a degree in computer science. In fact, some notable figures like Bill Gates, Steve Jobs, and Mark Zuckerberg are all college dropouts.
“If you think about it, it’s ridiculous because you’re trying to employ advanced technical talent with old recruitment methods,” Ravi Shankar explained.
Instead, gamification offers an entirely new approach to employment.
Through Hacker Rank, Ravi Shankar and his team created a platform that allows developers to showcase their skills. Can create a coding, challenge or breakout evaluation for candidates to participate in companies. Similar to the visually tested procedure in Symphony, candidates’ names can be hidden so that all recruits can see the scores and codes they used to complete the challenge.
This allows companies to open their positions to a wider set of talents and set higher by focusing on skills. There is a developer who completes the evaluation on the platform every eight seconds.
This is a great solution for assigned developers, but how do we use simplification to recruit positions that do not have hard skills components such as sales, marketing, or customer success?
Measuring soft skills through manipulation
Many startups such as Knack, Scoutible and Pyometrics are using neuroscience-driven games to test a candidate’s efficiency for a role. Interestingly, rather than testing hard skills, these companies need to identify candidates with cognitive and emotional abilities to succeed.
Knack, one of these platforms on the market, allows candidates to discover their cognitive and emotional abilities such as dedication, spatial reasoning, and social intelligence, by playing games supported by neuroscience. Companies can then create campaigns or search for candidates by specifying the attributes required for this role.
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