Well, many of the large content platforms use inference to determine all sorts of things around behaviour. There's probably a pretty interesting way to apply recommendation algo's to this kind of process but a lot of input would be required by the 'candidate' to help train it on the candidates strengths vs. the role. It would be complicated for sure. I'd like to believe there is a future where the concept of a traditional CV and traditional application process doesn't exist...
A treatment for cancer would have a strong impact of life's expectancy, which in turn would force people to look at the elephant in the room: why are some countries, companies, C-suite and recruiters so bad at or unwilling to hire profiles from 45 to 67 years old?
As a society, we need to encourage cross-generational communication & collaboration which would benefit all companies.
I think behavioural science should probably be the biggest advancement to recruiting and specifically how to truly hire for strengths and behavioural qualities. The area with the greatest opportunity for disruption is the application and it's a big topic...
very interesting Ross. I think that you're probably right but behavioural science itself is not without controversy, with different schools of opinion within the discipline. Chances are any product which leans on it will have to choose on of the schools of thought, and therefore immediately create adversaries amongst people who have fundamentally conflicting views. Do you think there are any techniques which a tech vendor might use to obviate this risk?
Well, many of the large content platforms use inference to determine all sorts of things around behaviour. There's probably a pretty interesting way to apply recommendation algo's to this kind of process but a lot of input would be required by the 'candidate' to help train it on the candidates strengths vs. the role. It would be complicated for sure. I'd like to believe there is a future where the concept of a traditional CV and traditional application process doesn't exist...
A treatment for cancer would have a strong impact of life's expectancy, which in turn would force people to look at the elephant in the room: why are some countries, companies, C-suite and recruiters so bad at or unwilling to hire profiles from 45 to 67 years old?
As a society, we need to encourage cross-generational communication & collaboration which would benefit all companies.
couldn't agree more Pierre-Arnaud.
I think we need to do a Brainfood Live on this
I definitely agree :)
I think behavioural science should probably be the biggest advancement to recruiting and specifically how to truly hire for strengths and behavioural qualities. The area with the greatest opportunity for disruption is the application and it's a big topic...
very interesting Ross. I think that you're probably right but behavioural science itself is not without controversy, with different schools of opinion within the discipline. Chances are any product which leans on it will have to choose on of the schools of thought, and therefore immediately create adversaries amongst people who have fundamentally conflicting views. Do you think there are any techniques which a tech vendor might use to obviate this risk?
If hiring managers aren't levitating during interviews by 2026 I'll eat my hat! 🎩
lol best comment