How to hire the right people

For decades the way to qualify an open job position has been based on candidates responding to job postings sending applications and resumes. Recruiters has selected candidates for interviewing by reading applications and resumes. Screening applications has become time consuming, however much more important. The work around has resulted in more focus on only resumes and a request to candidates of shorter and overview giving resumes.

The challenge is the level of insights of each candidate match we have at this screening stage, specifically the knowledge of each candidate personality ie. motivational and engagement factors for joining our team and company. Today we reach this insight, if we reach, at a much later stage in the recruitment process. This we believe conflicts with the main factors for achieving a best match as we see individuals and our society take a new direction. A direction where engagement and meaningfulness to support individual and team creativity and performance is becoming a more vital ingredient towards each candidate success and happiness and company results (be inspired by Gallup: State of the Global Workplace 2017).

Therefore, we need to center human qualities and attributes to the benefit of both the individual as the company. A stronger and a more qualifying focus on personality, values and culture preferences (PVC) in the early stage of the recruitment process will give a much better foundation for the hiring incl. avoiding costly rehiring process (*), momentum loss etc. – all the aspects as we know today having a deep impact in our organization.

Whaii Match is one of only a few products in the market taking this approach and addressing it with a modern solution.

1) Company set the profile skills needed, primarily hard skills, soft skills are often generic

2) company manually screen the candidates and rank them on often primarily hard skills match

3) company do the interview to get to know the personality based upon feelings and empathy incl. human bias impact

4) company select and test only the candidate personality (not match factors to “company personality”)

5) company make the choice and offer a contract to the candidate.

A LinkedIn survey (*) giving an indication answer to why professionals leave their jobs – says 36% “unsatisfied with work environment/culture. The same survey pointed 45% as reason by “lack of opportunities of advancement” (Whaii: personal development).

Leadership IQ (**) made a study pointing out 23% as “Emotional Intelligence” for reasons 46% of newly hired employees will fail within 18 months.

How are specifically these elements qualified in the above-mentioned process? how to recruit staff, how to recruit good employees and how to find employees with emphasis on these elements? Yes, we do attempt based especially during the test session, however only covering the candidate, not the match to the company ex. values and culture preferences.

Additionally, and likely most important, by focusing on human match factors we will have the opportunity to achieve a higher job satisfaction. This equals a happier job life to enrich human’s life in general and thereby the foundation to be more productive and creative in our company organizations to the benefit of mutual development, performance and results. Alt together why it is important to focus more on human match factors.

* Source: LinkedIn survey, Why & How People change Jobs(2015).Showing average. “Which of the following contributed to your decision to leave your previous employer?”

** Source: https://www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail-emotional-intelligence-vs-skills

More and more companies furnish their goals, strategies and policies to support the 17 UN Goals for a better world. Several UN Goals support the wealth and healthcare for humans. So do we at Whaii.com why our mission statement is  -“improving lives and organizations” – we aim to improve organizations and the lives of employees worldwide by providing tools that help ensure that you hire people that match both the job (with their skills and personality) and your organization (in terms of values and culture).We thereby aim to improve the life and organizations worldwide by focusing on strengthening the core foundation -people.

A strong organizational foundation leads to good results. For a long time, research, debates and discussions across the world has taken place about what really matters to improve life on the workplace. Surveys has been made. One is Gallup’s State of the Global Workplace (2017) report highlighting from the survey that only 15% of those who is employed worldwide is engaged in their respectively daily jobs – equivalent that’s means a number of 85% who is disengaged. Wow!

A LinkedIn survey (*) giving an indication answer to why professionals leave their jobs – says 36% “unsatisfied with work environment/culture. How come? Just to mention a few important factors as social environment, meaningfulness and personal development are all important drivers to support a good workplace.

This sums up to why personality, values and culture matter to empower a better workplace to the benefit of a more happy and satisfactory life for individuals and consequently better results within the organization.

Whaii Match is one of only a few products in the market taking this approach and addressing it with a modern solution.

* Source: LinkedIn survey, Why & How People change Jobs(2015).Showing average – to “Which of the following contributed to your decision to leave your previous employer?”

You need to assume that all your candidates and applicants have the potential to join your company, but some will have a better match to your needs and organization.

With this in mind and asking how to recruit people and  how to recruit employees effectively  your need can basically be split into two:

• the competencies (education, experiences etc.)
• personality, values and culture (PVC) preferences.

Number two is the key to attract talent, that is to understand better the talents personality, values and culture preferences. However, it is not only the candidate PVC you need to understand as just as important is the company (*) PVC to achieve the “perfect” match. So, to attract and reach for the right talents and right applicants you need to understand the talents – to understand the talents you need to understand their PVC preferences to match with your company PVC. These match factors will comprehensively create a strong foundation for talents awareness of belonginess and motivation to join your team as this match will strengthen the core foundation in your organization.

Whaii Match is one of only a few products in the market taking this approach and addressing it with a modern solution.

*) company= overall company organization, division, department or leader

There are many different job marketplaces today and many of them basically using the same approach as being used for centuries ex. uploading job advertisements and spreading the job opportunities via various channels and services.

In best cases features as matching candidates with companies based on skills factors is being used. This is important, but we believe that emotional intelligence is becoming more and more vital. In fact, at Whaii we believe a match based on personality, values and culture preferences is THE most important factor prior the skills factor.

By using artificial intelligence and advanced algorithms it is possible to make a new approach to how we meet and match via job marketplaces. We call it “sophisticated technology – with a human touch!”

Whaii Match is one of only a few products in the market taking this approach and addressing it with a modern solution.

A “new” view on the human bias. At Whaii we believe that human bias is particularly challenging and critical within HR and recruiting. In a time where new technologies are embracing our workplaces and organizations the human attributes are becoming more and more vital. Human capital in the center. However, we often still act as we have been doing the past decades when ex. recruiting deeply influenced by human bias. The exiting thing is that within HR numerous of opportunities and improvements using HRtech is coming to the surface helping ex. recruiters avoiding to much influence from bias on recruitment evaluations and decisions. But HRtech cannot stand alone when speaking of “technology bias” since there are some good examples on that as well. The key is sophisticated technology but with a human touch.

Whaii Match uses AI and advanced linguistic analysis to automatically create a profile for all candidates, making sure that everyone is being considered. These profiles are then ranked against a target profile set by HR for the specific job (skills and personality) and organization (values and culture). HR can then focus their efforts on the ones most likely to succeed in the job, communicate fast and effectively with them and deliver the best possible candidate experience.

This reduces the risk of hiring a person who quits the job shortly after, or that you need to let go, because “it just didn’t work out”. Often the cause is not a lack of skills, but rather that the personality, values and/or culture was not a good match.

It can be used directly through Whaii.com or be integrated with an existing HR solution like SAP SuccessFactors and others. It is GDPR compliant and it is easy to get started without the need for large IT or implementation projects. It is sophisticated HR technology – with a human touch.