You end up with employers that lean heavy on “testing” results and “metrics” from systems like this. The org is unable to make a call on a person if the system has a less than perfect result, so they pass on good candidate for the candidate the system says is “safe”.
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The system however has no perspective, culture context, or situational awareness. It doesn’t understand sarcasm or nuisance. It’s a pattern match and if statement that prints a pretty report.
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So you end up with two types of people working for you: people who never say anything publically & never use social media. When you hire them they have little perspective outside their small worldview. They don’t use modern communication methods well and will be cut off from many
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Or the other type which is far worse, people who don’t post on social media and you find out there is a reason why, they are socially out of date and may be more toxic in the workplace than someone that is at least aware of social media trends and events.
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One company I worked at wouldn’t hire me because I failed a behavior profile. It’s true. However, the manager pushed for me and they hired me on a one month contract to hire. Also true. (I was promoted several times at the same company) Later I got to see the report...
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One that caused me to fail was “is it ever ok to lie to your supervisor” & I answered yes. Why? Because roles I work could gather information related to my boss as part of an investigation. Email, logs, if they ask are they under investigation, the answer is “not that I know of.”
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Systems like this don’t help companies get better candidates, they are just mechanisms to avoid making a decion. Let the system make the decision, but the system rarely produces the best answer. It only produces the safest answe based on programmatic bias.
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