We’re excited to announce that pymetrics has been acquired by Harver!
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The role of an HR professional is multifaceted, managing to attract and retain (hopefully) top tier talent while growing and supporting internal talent. As any talent leader can tell you, navigating what will and won’t work for a unique organization can be a struggle, especially when factoring in hiring needs, existing tech, budget, and future projections.
The next generation of talent management trends are here to stay, here’s what your team needs to do in order to stay current, agile and ethical.
An early emphasis on talent retention
Talent Retention works best if it's baked into the structure of overall talent management. The best combo for proven retention is to combine multiple pieces of data to create a holistic talent picture along with behavioral soft skills assessments. By combining the hard skills of a resume with non-self reported data (such as empathy or risk tolerance), HR can find best-fit talent up front that is better suited to excelling and growing long term. HR managers and leaders that take a holistic approach to hiring for fit will reap the benefits across existing and prospective talent.
DE&I as an ethos
It’s common practice for applicant pools to be aggressively filtered with strategies to find “people like me” such as alumni campus recruiting and employee referral programs. This can mean that over 80% of candidates are never seriously considered. As a detriment, that can mean that those who are ignored are underrepresented minorities.
It's not just important, but crucial for all involved in the recruiting and hiring process to be actively working to spot and correct personal and institutional bias. Remember, not all tech is built the same, it's important to look for tech built with ethical principles that is transparent and auditable.
Actively measuring bias
Data can be a major challenge, and not just for those with an HR focus. Difficulty and roadblocks can occur when understanding when and how to use it, as well as what to look for. A recent Gartner AI in Organizations Survey showed that, although 92% of respondents indicate that they either have AI on their radar, or have initiated projects, only 19% are currently deploying capabilities. At our core, pymetrics is built on data. Our behavioral soft skills assessments allow us to measure both current and prospective talents’ cognitive, social, and emotional traits. Companies that implement AI will always have an edge over those who are slow to adapt. Why? AI learns over time like humans do, so the longer you wait to implement it, the longer it takes to gain and build crucial insights.
Implementing AI enabled tools to hire, retain and grow talent is what separates a future focused HR team from potentially outdated competitors. Don’t wait to bring your talent management up to speed, learn more today.
