HR Tech World Amsterdam
Thanks to my friends at Crunchr I could do some research at HR Tech World Amsterdam last week. With a small team of the HR Tech Community we were looking for cool HR tech solutions, to include in our overview of the HR Tech landscape.
HR Tech World Amsterdam did not seem as impressive as when I visited the fair the last time (I think in 2015). It seemed smaller and there was less excitement in the air. The bulk of the solutions were focused on HR Systems (big stands) and traditional recruitment (you have a vacancy, and you want candidates that fit the profile fast). I explored the HR Tech trends in a recent article (HR Tech Trends: update), and HR Tech Amsterdam confirmed my assessment. The disruptive HR area was small, and the startup competition did not attract mind blowing solutions.
The networking was nice. I met many friends and relations, and learn about some new developments in their business.
Does AI mean: Algorithm Involved?
Talmundo is developing fast as one of the leading providers of clever onboarding solutions, and Stijn de Groef and his team introduced the Onboarding Chatbot. Certainly an interesting development. I find chatbots in HR a very promising development, not only for onboarding (read: The invasion of chatbots).
When you have talked to many people about their fantastic AI-powered solutions (but generally they think AI means “Algorithm Involved”), it is refreshing to talk to the Cubiks people, who combine solid psychometrics with innovative approaches. In Amsterdam, they showed how VR can be used to make the assessment experience more positive and real.
Cammio is a company to keep on your watch list. They are really investing in improving the video selection methodology. Where other providers just offer you the opportunity to speed up the selection process by asking candidates to answer some questions using video, Cammio is adding possibilities to analyse the answers as well, and not just the content of the answers.
Crunchr is always impressive. Of course, I am biased, but also others can see that their people analytics solution is becoming better every month, and that their solution really helps HR professionals, and not just the people analytics experts.
Trends in sourcing and selection: give me your code and I know how good you are
I really liked what Codility and DevScore showed me. I understand HackerRank is active in the same domain, but I was not able to speak to them. These solutions focus on selecting and sourcing software developers. They mainly look at code as it was produced by developers, and by assessing the code they are able (they claim, difficult for me to check) to assess the quality of the developer.
DevScore: if DevScore has access to the code programmed by a developer, they are able to assess the quality of the developer, in a specific area. The developer gets a rating for each of the programming languages she masters. Apparently, a lot of code is accessible in the public domain, e.g. in developer communities, so in some instances you don’t not need the permission of the developer. The machine goes out there to find neat programmed code, detects the developer, and then the developer can be asked if she is interested in a new opportunity.
Codility (and my impression is that HackerRank is comparable) can be used in various ways. It offers tests that can be used to test the quality and the style of developers. The tests can be disguised as challenges, in a competition. Clients can design a competition where developers must solve a series of programming challenges. If you succeed in the first level, you can go on the level two and so on. The contenders who end up on top of the leaderboard, get a prize, and the information about the participants can be used to offer them a new job.
What is attractive, is that real work of people (if they do not cheat…) is used to assess their capabilities. Codility can assess your programming style, and thus check if your style fits in the team their client is recruiting for.
These solutions are primarily looking at the technical skills of candidates. If you can add personality and cultural fit assessment, then you have a powerful selection suite.
Of course, currently the domain is limited: only software developers. How can these types of methodologies be transferred to other areas? How can we assess people’s real work, and use it for sourcing and selection?