AI may make sophisticated interview assessments easier to develop, but there is a catch: AI won’t demonstrate whether assessments predict job performance. Pulling information from the void does not guarantee the right measuring points, the right KPIs, or the right interactions when considering candidates. Good matches do not mean the right hire.
Seven Degrees focuses on the most important metric, high performance candidates. We also have distilled selection into a few of the most important factors when hiring. This systematic way to think about hiring is based on Nobel prize winning research which shows that simplicity improves the probability of successful hiring. Uniquely, these factors build value into every Seven Degrees candidate put forward and they are not easily found through AI. This has been a hard-earned differentiator from most recruiting outcomes, a value built on referrals, experience, and perseverance for job performance which leads to excellent cultures and high returns on hiring.
Even the largest online career social media company benchmarks their value of accuracy for just 12 months of employee retention. And internal recruiting teams and processes are ballooning into complex administration, complex interview assessments, multiple pre-offer points of approval, and high fixed costs. Still, job performance per hire statistics are stubbornly the same as a coin toss.
Seven Degrees has your long-term high performance as their top priority, and as a small firm, we can focus on that.
Interested? let’s talk.
