MAP, ASSESS, DECIDE
In the age of a Data Revolution, don't hire people based only on intuition
Check out our customisable assessment solutions
THINKING ABOUT PROMOTING EMPLOYEES OR HIRING NEW TALENTS?
Also in the most complex interview processes, often choices are made based on short interviews feelings
and intuition. In many cases it gets harder and harder to differentiate within two or more great candidates. On
the other hand the cost of a wrong hire, especially for SME’s can result in a waste of time and revenue
losses.
At RED. Recruitment we dispose of tools to assess candidates and employees tailored for all your needs and we can
measure:
Admin & Backoffice competences
Inductive,
Verbal,
numerical &
logical
reasoning
Sales & Interpersonal Skills
Analitical skills
Aptitude
vs. job role
Language tests
MAP Competencies
Resumes are not enough to hire someone because they don't provide insight about their competencies, skills, knowledge and experience. Organizations need to map the competencies of the person to the job that they are hiring for. Especially, they also start to inevitably move from the risk of hiring bias of internal stakeholders.
Mapping competencies is the process of identifying the skills that are required for a given job position and then assigning these skills with specific people in an organization.
RED. Recruitment Skills Framework parameters
The framework we've created covers 20 different functions and the skillsets required to successfully complete them. All of these functions have been researched and tested by qualified experts, each of which is rated on six critical competencies that have been shown to be effective in today's workplace according to the roles.
Main features of RED. assessments:
- RED. Recruitment Assessment MAP is built by a team of Organisational Psychologists;
- The team has selected 20 crucial functions that cover a broad spectrum of work. and our clients can pick the closest one to their needs;
- Some of the Job functions for instance: Finance, Sales, HR, Logistics, Healthcare etc.;
- Candidates need to answer to a set of activity driven questions with an agreableness scale.
- Fully GDPR compliant - candidates' data or media can only be shared with the client for scoring it. It can't be downloaded and won't be available to RED. or any client if a candidate delete his/her own profile.
Example: looking through a typical financial candidate
Example: We can compare and differentiate candidates for Sales Hunter vs. Sales Farmer skills
ASSESS your candidates
Main features of RED. Video Interview service:
With physical meetings out of scope, several Fortune 100 market leaders have standardized video interviews as a mean of inquiring about potential candidates. In this type of interview, candidates film themselves answering a predetermined set of questions and no one else is present on the other side. RED. Recruitment, offers to its partners this basic on-demand feature combining it with the Job role mapping and the recorded behavioural analysis.
Pre-made list of questions per profile in scope with the opportunity to customise it or build a new one;
Save your time and focus on only the most relevant candidates with our Asynchronous Video Interviews - Hundreds of candidates screened while you are making yourself a nice cup of tea;
AVIs help remove bias and Increase Inclusivity With a Structured and Consistent Interview Process;
RED. ASSESS AI powered videointerview service is a support to the hiring process to remove or highlight some profiles that could perfectly fit or do not fit a role’s requirements but it is not a substitute of a human multi-step interview process;
Our consultants will watch the videos for the clients and share with them the fotages of the most interesting candidates;
Fully GDPR compliant - candidates' data or media can only be shared with the client for scoring it. It can't be downloaded and won't be available to RED. or any client if a candidate delete his/her own profile.
What are the AI parameters of RED. video interviews?
If we would reveal it, we would have to kill you! That's obviously a joke. We are partnering with more than one tech unicorns on the planet (from the Silicon Valley to Israel) with a very clear approach. Our parameters are not hidden but stated in advance and they can aslo be clarified in advance to candidates before the interview starts.
The main visual criterias of the algorythm are:
- Conversation pace;
- Body language;
- Communication;
- Eye contact;
- Some facial motion evident features that also modern smartphones are able to detect;
Does this mean that the more I smile and the more I gesticulate like an Italian and the better I will perform in the video interview?
Not at all! We combine all these parameters with the candidate CV, the job mapping competencies assessment and we provideour clients with a contextualized final score reviewed by a Senior Recruitment consultant.
What candidate attributes I can get from a video interview with RED.?
Curious about what are the takeaways you can get out of such a scary technology augmented interview?
Actually we are not telling you anything different than a prescreening with your Talent sourcer could tell you!
We evaluate some very basic criterias with a predictive scale on:
- Professionalism;
- Communication;
- Sociability;
- Positive attitude;
- Resilience (in some cases);
The real advantage of this technology we are deploying as a consulting service for our clients is the ability to have a "first impression" given by a machine and especially to be able to collect a lot of interviews at the same time meanwhile you are focusing on the core tasks of your job.
Some legitimate questions:
Q: Does your system takes in account the behavioural differences within age, gender and ethnicities?
A: The AI is trained to to blind these candidates' features to make sure that there is no bias but also no influence. As we said before, it won't let Italians win just because they are moving much more their hands than other nationalities;
Q: Is the videointerview system mainly centered and trained on one region?
A: Our partners providing the key technology behind it, have been training the system with a global dataset of more than 2000 candidates worldwide. It means the fruits of their research are globally validated accross all continents.
Q: Does the video interviewing system consider the fact that many candidates are not native speakers?
A: As we said in all our assessments, there is never a right answer from a candidate. Also consider that our system is not a Friday night quiz maker. Nobody wins, we only measure the apparent fit for a role. The system is trained to work well also with non-native speakers and doesn't judge language proficiency or pronunciation issues. Obviously it is able to understand an average English, Polish, Chineese and few others. If the candidate's English is not understandable, you will have a similar experience in a face to face interview, thus we don't recommend the deployment of this tool for roles where English is not an average requirement.
DECIDE based on data
Why do I need data to take a decision?
The answer is very simple. You need data as much as you need your gut-feel when you hire someone. Our founders and investors, with years of experience in interviewing Managers and Sales people admitted themselves that 70% of the times in the past, they took hiring decisions based on:
- No time to wait;
- Internal and external stakeholders'reccomandation or pressure (legal ones obviously - sometime also a referral can represent a pressure);
- Lack of better candidates;
- Willigness to believe that a candidate could be the "one".
Similar studies by more than 10 universities accross US and Europe are confirming this statements.
Will it be better with an AI interviewing people for us?
What is sure is that our clients will have a machine generated, very objective, reliable second opinion supporting the decision making process.
Best areas of deployment:
After Pandemic, many countries are lamenting a huge labor shortage with unemployment rates oscillating in ranges of % at one figure (4-8% in Central Eastern Europe usually). We work already with several corporate multinational clients that can see the benefits of a machine generated first feedback for hiring purposes and also can see the value in this tools as an employer branding additional advantage.
At the same time, very interestingly, this service at RED. Recruitment was designed to help Small and Medium Enterprises and Startup companies that don't have recruitment experts onboard or have very little HR internal presence. In this case, business owners, managing directors and founders will benefit from a consulting tool that wil really provide them support and insights that differently they wouldn't have.