How the machines will pick the best workers in the future

From Aki Ito, here is a a good discussion of a new innovation, related to some trends I discussed in Average is Over:

To aid that search [for better workers], Juhl this month will begin using an online video game designed to track, record and analyze every millisecond of its players’ behavior. Developed by Knack in Palo AltoCalifornia, Wasabi Waiter places job-seekers in the shoes of a sushi server who must identify the mood of his cartoon customers and bring them the dish labeled with the matching emotion. On a running clock, they must also clear empty dishes into the sink while tending to new customers who take a seat at the bar.

Using about a megabyte of data per candidate, Knack’s software measures a variety of attributes shown in academic studies to relate to job performance, including conscientiousness and the capacity to recognize others’ emotions. Knack’s clients will also see a score estimating each applicant’s likelihood of being a high performer.

As for another company:

…The patterns gleaned since the company’s founding in 2007 have debunked many of the common assumptions held by recruiters, Evolv executives say. For example, a history of job-hopping or long bouts of unemployment has little relationship with how long the candidate will stay at his or her next job, according to Evolv’s analysis of call center agents.

“As human beings, we’re actually pretty bad at evaluating other human beings,” said David Ostberg, vice president of workforce science at Evolv. “We’re making sure people are using the right data, instead of the traditional methods that were previously thought to be valid but big data’s showing are not.”


New York-based ConnectCubed has also developed software to determine the personality and cognitive abilities of job applicants that, at its largest clients, is tailored for that specific company. ConnectCubed has existing workers at those businesses complete its video games and questionnaires so the behavioral profiles of the star employees serve as a benchmark for who managers should hire in the future.

“When new people apply, you can say, wow this guy has all the makings of our top salesmen,” said Michael Tanenbaum, chief executive officer and co-founder of the service. “These are things that are impossible to measure from a resume, especially with educational backgrounds that are often more determined by socioeconomic status than your innate ability.”

To be sure, Knack and ConnectCubed, which say they can predict high-performers across a broad set of workers, haven’t been around for long enough to track, over time, whether their technologies actually are improving the quality of the employees their clients hire or those businesses’ bottom line.

The article is interesting throughout.


Comments for this post are closed