With technology evolving at a rapid pace, it’s easy to get caught up in streamlined processes and time-cutting automation. But when does all this digitalization cross a line, eradicating the human element of HR?
We caught up with Jason Finkelstein, chief revenue officer at Traitify – a platform that’s committed to putting the candidate experience first.
“Traitify is a personality science company,” explained Finkelstein. “We’ve invented a way to collect personality data in 90 seconds using an image-based test. It’s ‘Tinder-like’ in that you click a ‘me’ or ‘not me’ choice across a series of images.”
From this, Traitify can measure an individual’s personality and make a prediction as to whether or not they’ll fit in a company and perform well in a role. Traitify creates behavioural assessments, not skills assessments (see image).
“It’s all about candidate experience,” continued Finkelstein. “Talent assessments have been around for decades, the ones we replace essentially do the exact same thing. They help hiring managers select the best candidates – but these tests are historically 30-45 minutes long.
“Because we have a novel and engaging 90 second candidate experience here, our tests see a >95% completion rate and we’ve been able to turn the idea of assessment on its head, opening up a whole new market. It’s really all about giving value back to not only the organization looking to hire, but to the jobseekers themselves.”
With all this focus on the candidate side of the equation, is it safe to say the power is shifting, from employer to potential employee?
“100%,” added Finkelstein. “There’s been an enormous power shift in the employment marketplace, driven primarily by three factors. The first is that unemployment is near an all-time low. The second deals with workplace transparency – so if you’re company is a bad place to work, people know about it immediately. The third, and most powerful, is personal computing power.”
With the onslaught of new technologies, candidates can find and apply for a new role in mere seconds including gig economy jobs – giving them enormous option value and a lot of power that previously resided with hiring companies. But Finkelstein is keen to stress that Traitify doesn’t want to be classified as an ‘assessment tool’.
“When you hear the word assessment, you don’t immediately envision a tool that gives value back to candidates,” he told HRD Canada. “You’re more likely to see a long, painful process that only helps the employer in their selection. We haven’t found a better word yet – maybe it’s Traitify – but the key differentiator here is candidate experience and giving value back.
“We’ve already seen assessment times fall from 45 minutes to 30 minutes, to 15 minutes, to now 90 seconds with Traitify. It feels like we’re heading to zero – but, that would be a mistake. It would essentially cut out any human element. We need to walk that line, by giving recruiters the tools to go deeper with the right candidates and ensure a streamlined process whilst also giving value back to both sides of the employment marketplace.”
Try the 90 second Traitify interest assessment here!
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