The Proof of Awesomeness - Building Trust in the Hiring Process
If you’re looking for work and you see a job posting, how do you know if it’s the right job for you?
Or, if you are looking to hire someone, how do you know they are the right person for the job?
In both cases, trusted information is critical.
Hiring companies rely on a job application to begin the process of finding a good fit for a job posting. Included in a job application is information about the jobseeker, from a resume, completed application forms, or even a LinkedIn profile. The hiring professional is relying on the information to determine if the job applicant is a good fit, or not.
Jobseekers rely on the information in the job posting to determine if they can do the job, if they want the job, and even if that is the actual job they’ll be asked to do.
There is a lot to be considered for a hiring manager to make a decision about a job applicant. Skills, experience, motivation, physical capability, compensation, commuting distance, education, and on and on.
What happens when the information in the jobseeker’s application is fake or exaggerated?
And… what happens when the information in the company’s job posting doesn’t reflect the actual work?
Validating the information is critical before it can be trusted.
A jobseeker might research a company and talk to current employees, to verify what they have read in a job posting. They might go to a review website to read ratings and comments about the company.
The hiring company can use background checking services to see if the applicant has the education they claimed, or did in fact work for a previous employer.
The need to validate jobseeker’s information is increasing as AI tools are now used to quickly create custom resumes for any job posting.
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We operate a jobseeker scoring service that works with the information from jobseekers and hiring companies, and turns it into Trusted Information.
How does that work? How do you determine the information can be trusted?
We use data science to identify if a resume has been faked or exaggerated for a job posting.
We also use data science to improve the job posting itself - to make sure our scoring and matching, for a specific open job opportunity, is accurate, and can be validated.
Combined with others tools and services available to both jobseekers and hiring companies, as well as interviews and reference checking interviews, our scoring can help both jobseekers, and hiring companies, have trust in the information they will use, to make choices with confidence.
We call it the Proof of Awesomeness
Written by Frank Abrams
Frank is a serial entrepreneur working in data driven decision tech for HR (jobseeker scoring), retail (in-store promotion optimization at the point of decision), and wellness (hyper-local noise reduction, quiet environments).