Ariella Brown

Data-Driven Hiring Takes Command

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Ariella
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Re: Better Hiring = Better Job Hunts
Ariella   5/16/2016 9:56:15 AM
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@kq4ym I can't speak from first-hand experience to comment on online dating. From what I understand, different sites are geared toward different objectives. Some people just want to meet people for dates, while other promise matches that should lead to long term relationships. According to this, OKCupid does use algorithms to determine compatability. He wrote:

I have to hand it to OkCupid's matching algorithm. It's not a miracle worker, but it's pretty accurate in determining whom I'm most compatible with. Case in point? I'm spending this Valentine's Day with my 97% match who loves sushi, makes me laugh, and enjoys talking about technology even more than I do. 

kq4ym
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Re: Better Hiring = Better Job Hunts
kq4ym   5/15/2016 1:45:40 PM
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I had the impression that internet dating didn't really find success in "matches" as much as a real success in increasing the number of candidates who could meet each other. Presumably there's a big increase in social interaction online and offline now. I would guess data-driven hiring might end up the same way. Decreasing the amount of time finding candidates, increasing candidate/employer possible matches, but not necessarily ending up with a "success" in finding the most suitable employee/employer.

Ariella
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Re: Better Hiring = Better Job Hunts
Ariella   5/11/2016 12:59:56 PM
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@PC the 6 seconds refers to the average ones. I looked it up and found that was the finding of a study conducted by TheLadders. See http://cdn.theladders.net/static/images/basicSite/pdfs/TheLadders-EyeTracking-StudyC2.pdf

PredictableChaos
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Re: Better Hiring = Better Job Hunts
PredictableChaos   5/11/2016 12:53:36 PM
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@Ariella

I"ve worked with recruiters and the good ones will spend a lot more than 6 seconds on a candidates resume before offering that person to a potential employer. (A majority of resumes are rejected, of course, and that might take even less than 6 seconds each.)

There are several things that recruiters don't do. In most cases the recruiter is paid by the employer, so the needs of the candidate will take a backseat. This includes culture matchmaking  idea- as long as it's not a toxic mismatch, the recriter may push both sides to get together.

An even bigger weakness, in my view, of the old-style recruiter - he won't even approach the perfect candidate for the perfect job if that candidate happens to work for another one of his clients.

Ariella
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Re: Better Hiring = Better Job Hunts
Ariella   5/11/2016 12:34:48 PM
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@PC Most of the job boards seem to try to cast a fairly broad net, which is why the recommendations are so often off base. Even worse are the ones that are based solely on location. That yields everything from unpaid internships to  to specialized medical jobs.

With respect to sales, there is more possibility of going from the context of a department store to an investment bank. It's possible that the person at one would really be a better cultural fit for another. That's something that getting more data is supposed to help uncover: finding a fit that is not simply determined by your last job. Somen told me that is another differentiator from his company's approach and that of your average recruiter. He said the average recruiter devotes all of 6 seconds to looking at a candidate's resume, and nearly all of that time will go on your last/current position. It's quite possible that someone's current position is not the best match for his/her culture and personality, which is precisely why that person is looking for other opportunities.  

PredictableChaos
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Re: Better Hiring = Better Job Hunts
PredictableChaos   5/11/2016 10:35:03 AM
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My impression of LI is that it uses algoirthms only for the really obvious kind of thing.

@Ariella - I get the same impression. And this means it's pretty close to useless.

Building on your example of a NYC sales manager - the candidate misses out on opportunities that would work (maybe she wants to be a sales manager in eastern Pennsylvania, but she never sees those openings). At the same time, being a sales manager for an investment bank has virtually nothing to do with being a sales manager for a department store. So most of the opportunities that she does see aren't relevant.

Ariella
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Re: Better Hiring = Better Job Hunts
Ariella   5/11/2016 10:10:35 AM
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@PC My impression of LI is that it uses algoirthms only for the really obvious kind of thing. That is if you applied for a job as sales manager at a company in NYC, say, it will offer you jobs with the same or very similar titles in the same geographic area. It doesn't really get into understanding personality and culture. Glassdoor does a little of that but primarily based on individual reviews. I spoke with Somen about that. He distinguished Ideal's read on culture from what one gathers from Glassdoor, saying the reviews often represent "outlier" views rather than a comprehensive perspective.

PredictableChaos
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Better Hiring = Better Job Hunts
PredictableChaos   5/10/2016 3:58:01 PM
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There is no doubt that analytics can improve the staffing process.

I thought LinkedIn was going to make this clear to everyone, but it doesn't seem to be working out that way. (At least not yet.)

Maybe this new approach will work better? If it finds anything like the success of internet dating, it will be a game changer.

Ariella
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Re: Interesting
Ariella   5/10/2016 11:16:06 AM
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@tomsg the year payout is for the employer's sake, not the new hire. All fees to Ideal.com are paid by the employer. Salepeople typically earn commissions even if they do have a base salary, so they really have to start make sales way before a year is up if they are to live off what they earn. The reason Ideal.com opted to start with sales is because they find clear indications of performance for the matches to bear out their predictive analyhtics. So that kind of data has to be generated before the new hire is there a year.

Ariella
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Re: Interesting
Ariella   5/10/2016 11:11:50 AM
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@James As I said, the best recruiting firm guarantee is only 90 days, and that is the typical benchmark used for sales retention, according to this: http://www.autonews.com/article/20141208/RETAIL06/312089963/high-salesperson-turnover-getting-worse-study-finds. 

90 days

Bad hires do account for much of the turnover that most dealerships experience, Kraybill said. Of the 66 percent turnover in sales consultants, about 40 percent are people who last fewer than 90 days, he said.

Though that is about auto sales, salespeople in general are faster to jump ship than other employees, according to this http://www.sellingpower.com/content/article/?ia=1759/why-do-salespeople-leave: 

Mary Delaney, chief sales officer at CareerBuilder.com, the nation's largest online job site, agrees. "Sales has always been a high-turnover job because salespeople are self -starters and independent," she says.




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