It’s about time we have new tools for recruiters and HR professionals
Wendy Beach, VP of Talent Science Solutions
How many of us get the opportunity to learn to use a whole new set of tools in our line of work? When that happens, how many of us see it as an “opportunity”? I’ve recently had the great fortune to adopt new tools which exceed my expectations in connecting companies with the best-matched talent. Having been in the world of talent for over 20 years, I was a skeptical old dog, but if I can learn some great new tricks – tools – anyone can!
At SDS, we call our unique tools “predictive analytics,” or “talent science.” They include customized job analyses, assessments which measure aptitude, safety, culture and behaviors specific to each job, and knowledge/skills testing supported with data, algorithms, and structured interviews. (By the way, we throw out an old tool that doesn’t work anymore and slows the job down – the resume. Ask us more about that if you’re curious!)
Our proprietary tools require the ability to use them in the right combination for each situation–much like construction workers reach for the right tools at the right time. At SDS, we use our talent science tools in working directly for our clients, but we can also help HR professionals at companies learn how to use them. Sounds great, right? Well, not everyone I talk to is thrilled. The biggest challenge I’m finding is fear of the unknown. That’s not new when new tools come along in an industry. Those who adapt and adopt thrive, and those who dig in their heels often end up left in the dust.
In my contributions to this blog series, I’ll respond to comments I’ve heard in my first year with SDS. The comments I hear tend to be based on lack of knowledge and understandable skepticism. We often say our biggest competition is the status quo.
COMMENT #1: I pride myself on my “gut feel” about candidates. That’s why my company needs me. Why should I use a system that treats people like numbers?
RESPONSE: SDS is NOT about treating people like numbers. In fact, our tools “highlight the human” in human resources. We illuminate a 3D picture of someone who is otherwise flat on resume paper. We actually create a wider and better matched talent pool of candidates instead of kicking applicants out if they don’t have certain keywords or GPA thresholds applied in most “status quo” systems.