News flash: People tell lies.
As an HR professional, of course you know that. What you may not know is how widespread lying is in areas you’d think it wouldn’t be, and the massive impact it has on business.
A CareerBuilder survey found that nearly three in 10 hiring managers had caught someone using a fake reference when applying for a job.
Now as long as you catch such people early (that is, before hiring them), no problem. But what happens if you don’t?
Brian Dineen, an associate professor of management at Purdue University, says such a person is likely to steal from your company or commit other types of fraud.
That’s a big deal, especially when you consider that nearly 30 percent of business failures are caused by employee theft.
So there’s a direct link between how well a business screens new candidates and whether that business survives or not.
That’s led to something of an arms race. HR departments have been employing new technologies to screen resumes and weed out shady characters. The shady characters, meanwhile, have been employing new services that help them skew their resumes in ways that are unlikely to be picked up by HR departments’ new technology.
Arms races rarely end up with a clear winner – and this one is no exception. For every gain you make, the malefactors make a slightly larger one, which you then respond to in kind, and so on and so on.
Here’s the other thing about arms races. They get increasingly expensive over time.
So some of the smartest employers are changing the rules of the game. Instead of using resumes as the main tool for gauging candidate suitability, they’re turning to data analysis.
That’s where we come in. Candidate.Guru uses proven data science technologies to gauge the culture match between job candidates and hiring managers. Underpinning everything is a proprietary database of around 2,000 attributes on every conceivable boss or candidate, all gathered from a wide range of publicly available sources.
Using predictive algorithms, Candidate.Guru matches those attributes to boss and candidate to determine whether or not they will work well together.
This methodology completely bypasses resumes – as well as surveys and assessment tools. Because it’s based on third party, independent data, the system can’t be manipulated, finagled, scammed or finessed.
Does that mean resumes and other long-serving tools of the HR profession are no longer relevant? Absolutely not. What it means is that long-suffering HR managers and their bosses now have a powerful additional tool at their disposal that supports good hiring decisions.
That’s freeing up the HR managers so that they can address more meaningful things – like organizational culture and individual career development. And that, in turn, is creating the foundation for happier workplaces and more sustainable businesses.
To find out more download our infographic, The Brave New World of HR.