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NEW YORK (Reuters) - JPMorgan Chase & Co is testing neuroscience-based video games to help recruit interns, as it seeks to increase the diversity of its workforce by broadening its candidate pool.
The bank is piloting technology from pymetrics, a startup whose games help companies assess applicants’ social, cognitive and behavioral features, such as attention, memory and altruism, Matt Mitro, JPMorgan’s head of campus recruiting, said in an interview.
To identify which potential interns might be best suited for a job, the platform measures a candidate’s attributes against those of a firm’s successful employees. This helps companies make their assessments more data-based than traditional processes.
Over the past few months, entry level employees at JPMorgan across the world played the pymetrics’ games, which were then played by hundreds of candidates for a limited number of full-time roles, Mitro said.
Mitro said employment history is a good indicator of fit for experienced workers, but with recent college graduates, resumes have less predictive value. That prompted JPMorgan to test pymetrics’ technology with entry-level candidates, who are usually just starting their careers.
Large firms have been increasingly turning to technology to make recruitment and other human resources processes more fair. Systems also include applications that scan performance reviews for unconscious bias or that monitor job ads for phrases that might dissuade a certain demographic from applying.
“Our re-imagining of how we hire is part of a broader objective at the firm where we are asking ourselves: ‘Can we better meet our diversity goals by broadening the pool of candidates we are considering?’,” Mitro said.
JPMorgan’s pilot will continue with applicants for 2020 internships in the United States, he added, noting that this technology would only be one step of the selection process.
Pymetric’s clients also include Unilever Plc and Accenture Plc, according to its website
This only applies to entry level jobs which usually is based on paper skills and whether the candidates meet the background checks. This game just gives them a randomness to the hiring than based on initial likability.
"assess applicants’ social, cognitive and behavioral features, such as attention, memory and altruism".
Excuse me?!
Those are valid features to test since many young people entering the work force lack social skills, work ethics, have short attention spans, and just can't stay off their phones for more than short periods. I'm sure employers don't want those kinds of employees.
Those are valid features to test since many young people entering the work force lack social skills, work ethics, have short attention spans, and just can't stay off their phones for more than short periods. I'm sure employers don't want those kinds of employees.
Cognitive and personality assessments are normal for a lot jobs. They're just usually done in the form of a multiple choice questionnaire instead of a "game." But really that's all the game is doing it sounds like. Just a different way of doing the same assessment.
Cognitive and personality assessments are normal for a lot jobs. They're just usually done in the form of a multiple choice questionnaire instead of a "game." But really that's all the game is doing it sounds like. Just a different way of doing the same assessment.
Yes, perhaps why these companies are doing this in a game is so that the potential employees don't get bored taking the test and either drop off or go play on their phones. Gotta make it fun!
"assess applicants’ social, cognitive and behavioral features, such as attention, memory and altruism".
Excuse me?!
Altruism "Yes, I'm willing to work 100 hours a week, I am so generous toward the company providing it tons of free labor."
social features: "I don't have a social life so I can work 100 hours a week."
cognitive features "I don't know that uncompensated overtime is corporate welfare."
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