Ideal for remote recruiting

Identifying the right candidate for a job begins, above all, with your job specification. You need to know the skills, traits and motivations of the person you want to hire. You should be aware of your culture and what it takes for your team to perform. You should be aware of what each job requires. This is all extremely hard to figure out, and there's almost no one in any organization that has the answer to all these needs for every role on every team. It's an interdisciplinary, complex and changing need on top of it that depends on culture, market, geography, organization size, product, customer needs, technology, business cycles and so forth. However, what research shows is key are things like cognitive ability, personality traits, integrity, motivations, culture fit, interests and preferences, as well as quality processes and methods for screening applicants, eg. so you can deal with social desirability, uncoscious bias, and cheating in recruiting, that enable you to receive objective data in order to make your talent acquisition cost less and be more effective. It's part art, and part science, and both are best dealt with using structured hiring methods, psychometric tools, machine learning and a design and pricing that incentivizes you and your recruitment software provider to play on the same team.

Effective candidate screening should be done at the top of your hiring funnel, namely at the moment of application. The problem with doing this is that almost all test providers charge you per test. At Gyfted we do not, in order to enable you to screen applicants upfront for desirable traits and culture fit, as well as abilities. Effective screening should also be done in ways that measure what matters for the job and organizational fit: personality assessments, motivational tests, cognitive ability tests, cultural assessments, team culture tests, hiring manager preference assessments, detailed job specifications, skills tests all should - in an ideal scenario - be done by every applicant. The huge second problem with this nowadays is that candidates are required to go through assessments for each single application. This prolongs the recruitment process, creates a tough candidate experience, and takes candidates on never-ending recruitment marathons (followed by numerous unstructured, biased interview marathons) that are a time sink for them and for you. This is an enormous time, financial and resource burden for all organizations. Turnover on top of this amplifies these costs, which is a big problem with business-process outsourcing and services outsourcing via BPOs and SSCs for example. Recruiting is the most inefficient, resource-wasting endeavor in organizations today and it must change. This is what we're up to at Gyfted, and screening applicants effectively takes place using our state of the art psychometrics, machine learning, workflow automation, ease of use in a single solution so you can save time while gaining insights into pre-vetted applicants all across the board.

Team culture matters because it is the glue that binds people together outside of making money. Everyone's got differing motivations, values and preferences that determine how they behave, communicate and cooperate. "Culture eats strategy for breakfast", because it is the glue that makes groups cooperate and gives them stamina. This matters especially in startups. It is the founder's and manager's role to define culture through actions, which can be contributing or detrimental to building high-performance teams. Research shows that culture is a key determinant of team performance, and building culture begins with who you hire and fire, how you manage them, and your actions which speak louder than words.

Just try our free version. Start by going through our brief job wizard, and then sending your single job a href your candidates or requiring applicants to apply directly via job boarsd into our system. You can then use Gyfted's recruitment screening solution to screen for roles in sales like account executives, inside sales reps, sales development reps (SDRs), business development reps (BDRs); to screen for roles in customer success like customer success managers and account managers; to screen for roles in customer support and customer service; to screen for recruiting positions like HR business partner, junior sourcer, sourcer, talent specialist, recruitment coordinator, recruitment manager, Recruiting & Talent roles; to screen for roles in software engineering like Python and Javascript developers, junior developers and mid- software engineering jobs; to screen for jobs in data like data analyst and data scientist roles; to screen graduates, entry-level hires and juniors overall; as well as to screen and hire for culture fit and growth potential.

At it's core our assessments stem from organizational psychology research. We build our tools based on theory and check their performance using various methods. We run planned experiments on closed samples to check for social desirability in our item banks. We test - retest our users in order to evaluate stability and reliability of measured traits. Using classical test theory methods (for example: EFA and CFA) we verify the internal structure of our assessments and scales and make sure they are invariant across multiple samples and sources. Finally, once enough information is gathered we reevaluate these assessments using IRT based methods and replace their static formats to computer adaptive testing (CAT).

Our tests are normalized and we’re continuously growing our item banks, as well as testing our tests across populations and job types. Our assessments are continuously developed towards better computer adaptive testing (CAT).

We score candidates in their abilitiy, data and English tests. We do not provide raw scores for the ability and data tests -- they inform our ML algorithms and Overall Fit score in order to enable you to objectively compare and benchmark candidates all across the board (including across roles). In terms of culture fit you can sort your candidates by this criterion to enable culture-first hiring.

We provide:

- a range of cognitive ability tests eg. spatial reasoning, raven’s matrices

- soft skills testing where we look at personality and behaviors, based on the Big Five (OCEAN, BFAS) model that is first in class

- a cultural assessment inspired by Hofstede’s dimensions, plus motivational, work values and work preferences assessments - these are not hard “skill” assessments per se but they are crucial in supplementing the personality tests to ensure true “fit” - so you don’t employ individuals who will dislike working on your team

- a data analytics / data interpretation assessment

- an English test

- simple pass/fail coding assessments (to verify that the skills are present but not to rank against them)

Overall, rather then test for technical on the job skills we rely on research that quantifies certifications, degrees and work experience to seek out practical skills the candidate has acquired with their general ability, personality, motivational and preference profile to enable fast and efficient job matching that satisfies both candidate and employers.

Personality tests help you easily find candidates that fit your role and your own needs (culture fit) in your applicant pool, thereby helping you make data-driven selection decisions and cut down on the number of screening interviews. Personality and ability tests are the best and most objective predictors of success in life and at work. We all self-select into occupations and strive to change careers depending on our preferences and personality traits - certain jobs require certain personality traits eg. empathy is extremely important in nursing, risk-aversion and detail orientation in accounting, and so forth. Research shows there’s no better, more objective tool for evaluating work potential than cognitive ability tests. It also makes comparisons between candidates far easier.