We are exploring how data can be used to make recruitment decisions. Join us online or check us out on https://searchie.ai

1. Data-Driven Recruitment
How computers can colour our assumptions and
inform our hiring decisions
Searchie | live Tuesday at 5pm GST

2. I am the co founder of Searchie, a machine learning
recruitment tool head quartered in Dubai. We believe
that people are more complicated than their skills and
experience.
Using video interviews, we dive deep into the
psychology of every candidate to understand their
competencies, motivations, learning styles and more.
I Am Not A Recruiter
Introduction

3. So why is talent acquisition such a disaster?
People and their data is super abundant,
and we spend so much time at work.

4. If you can’t find the talent, maybe you’re doing
it wrong?
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Global working
age population
Internet
Population
(2005 – 2019)
Global working age
population around 65%
Over 4 billion people online
in 2019.
https://data.worldbank.org/
https://www.statista.com/
4.1B
65%
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5. The Sorting and Selection Problem

6. How does talent look today?
Talent
Population
Talent is normally
distributed.
But success is a
power function
Talent Vs Luck: The role of randomness in success and failure
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7. Three things a data-driven strategy will do for
your recruitment process
1. Increase the volume of data you collect
2. Provide evidence for your hiring decisions
3. Drive cost saving efficiencies
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8. Before you begin, ask yourself
What is your objective?
What are you measuring to achieve your objective?
How frequently do you review your data and change your
measurement criteria?
Searchie live every Tuesday at 5pm GST

9. Expectations increase our subjectivity and the
probability of hiring people just like us. Identify
metrics which are objective and predictive
Beware your bias problem

10. Bias is leaking into your
hiring process. You can’t
remove it but you can reduce
it. Aiming for objectivity is a
simple step and costs
nothing.
Measure the team to predict the
skills and personality that will
benefit the group.
The differences that make us
unique are what will drive
creativity. Learning how to
measure them will give you an
edge against your competition
Key considerations
Reduce bias Consider the team Embrace idiosyncrasy
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11. Some Stuff We Measure
But probably don’t need to

12. Before we look at measurement
Taylorism – Scientific
management theory
Fordism – Combine the
worker and the machine
The Deal
Sacrifice your
individuality for a pay
cheque
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13. The Traditional Recruitment KPIs
Time to hire
Cost to hire
Source
Pass through rate
Number of applicants
Conversion rate
Performance metrics in
recruitment tend to measure the
outcome based on the
assumption that the objective is
to place a person in a vacuum.
Work is not a vacuum.
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14. Metrics We’ve Been Measuring
Education
Years of experience
Number of jobs
Work history
Seniority
Gut feel
Performance predictors in
recruitment tend to be intuitive
rather than subtle, which is
insane because the workplace is
so nuanced that they’re almost all
different to each other
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15. What Could We Be Measuring
Behaviour when confronting a
task
Frequency of similar, complex
tasks
Interpersonal behavioural traits
Cognitive problem solving
Counterproductive workplace
behaviour
The Idea
Some data is more predictive than other data.
Your organisation is unique and will have
different requirements.
Experiment with what you are measuring and
measure it well
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16. Total Experience As A Predictor Of Future
Workplace Performance
Complexity
ExperienceInYears
Some jobs may
benefit a little
from previous
experience.
Most jobs don’t
Courier
Teacher
Robotics
Engineer
A meta-analysis of the criterion – related validity of pre-hire work experience
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17. Something To Bear In Mind
Our use of language runs internally as well as externally
Our capacity to think is linked to our ability to use language
The ability to externalize our thoughts through language is
a key predictor of our scope of cognition
Listen to how questions are answered as much as the
answer itself
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18. Behavioural Signal Processing
• Prosodic structure
• Foundation frequency
• Entropy
• Energy
• Amplitude
• Facial expressions
• Gestures & body
language
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19. Behaviour Informatics
• Individual behaviour
• Team behaviour
• Culture
• Team output
• Competencies
• Motivations
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20. In Summary
There are more, better educated people than ever before.
Measure things that are predictive. Things that you can act
on.
Objectivity will help you to reduce the impact of your bias.
Think deeply. Avoid doing what is easy or what has always
been done.
Searchie live every Tuesday at 5pm GST

21. Thank You!
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