Can you imagine a world that has progressed beyond blunt measurements of academic performance to accurately assess each person’s true potential? Where ethnicity, gender or identity bias is a thing of the past?
It might sound like something from a sci-fi film, but it is, in fact, far more of a reality than you we are often led to believe.
The technology at our disposal today has the power to not only revolutionise how we recruit, but also discover new streams of untapped talent.
All we have to do is harness it effectively.
Why? Because the traditional ways of finding new talent are creaking at the seams. After all, there are only so many candidates with top degrees from Russell Group Universities.
And the more we discover about neurodiversity, the more we understand that some highly intelligent and talented individuals might slip through the education system which means there’s a whole pool of as yet untapped talent to be discovered.
Add all this together and it’s clear we must radically change how we recruit in order to truly assess each person’s human and hard skills – if not for now, then certainly for tomorrow. With the rise of AI will come an ever increasing need for what technology cannot do, the human and creative skills that we will need more than ever.
Ironically, technology can assess them for us.
Full disclosure: I’ve got a vested interest in this. The company I founded uses tech to measure what’s inside a person’s head. By doing so, we can break bias by evaluating each person’s human and hard skills regardless of their ethnicity or gender.
But this isn’t just a PR push for my business. It’s a call to arms. As an industry, we must be prepared to embrace the new in a way that hasn’t been done in decades.
We’ve spent years treading the same old paths. We need to find more forward-thinking solutions to enable us to effectively harness people at every stage of their career: from finding the best new recruits, to better deploying them mid-career, and retaining them at the other end to make best use of their accrued skills and knowledge.
Once again, technology can help us do that.
Cognisess started twenty years ago with one question: ‘Is there something other than academic grades we can use to determine an individual’s talent and potential?’
Knowing what academic qualifications someone has is one thing. But recruiting a nurse, for instance, based on academic grades alone doesn’t always ensure the best hire.
Academic grades don’t tell you their true potential in the most critical skills of all for nursing: the ability to communicate, empathize and resolve conflict as well as rapidly adapt to change and maintain the right attitude in a stressful environment.
