Koru CEO and co-founder Kristen Hamilton joined Mike Delgado on the Experian #DataTalk podcast to discuss how Koru is using AI and data to change the recruitment and hiring process.
Key takeaways from the conversation:
- The skills needed to perform in todays economy — the innovation economy — are different than they were even 15 years ago. It’s more important to know what questions to ask vs. knowing what all the answers are. In the age of Google, with so much knowledge available at our fingertips, it’s not about memorization. It’s about knowing how to search, analyze and think outside the box.
- The main drivers for performance at one company do not necessarily translate to another (even with the same role). Just because you excelled at a sales role at one company, doesn’t guarantee success in a sales role at another. It’s important for companies to understand what drives performance in their unique culture and then assess candidates based on that unique data set.
- Grit is a performance driver, extroversion is not. While extroversion may help someone stand out in an interview, it’s not a trait that predicts performance. There’s great data out there now on what really correlates to performance. Key drivers include IQ, skills for the job and soft skills. These soft skills used to be intangible, but we can now assess for these in a way that’s validated and un-biased. Another predictor of performance that’s often ignored is transferable skills. It’s important to look at non-work experience such as coaching and volunteer work and evaluate skills developed. A candidate that has stuck with an organization for the long haul and risen the ranks likely will show high levels of grit on the job.
- It’s not enough to be a top student at a top school with a coveted internship. Employers need more. They want to know what you can do for them today. With an average tenure of 18 months, can you show that you can ramp up productivity quickly? Can you operate in an ambiguous environment? Can you manage your time effectively to drive impact? Traditional measures of hiring from a small sub-set of “top” schools won’t necessarily result in finding those best fit candidates that will succeed in your culture. That’s where data and AI come in.
To hear more about how Koru uses data and AI to find these best fit candidates, listen to the full 30 min interview here:
Jori Saeger Jori runs the blog at Koru. She finds and shares the most valuable and educational content for innovative talent acquisition leaders who want to change the future of hiring.More from Jori Saeger