Recruiting
Recruiting, retaining, and developing talent is a full-time job – yours.
It's not easy to assess people before they walk through the door, understand candidates' fit once they’re in, and provide meaningful professional development to keep the best talent around.
Talent management should be about the talent, not the tools. Which is why we created an intuitive 360° platform - to highlight a candidate's individuality, in context to the job requirement, other candidates and the hiring team itself.
You can see how well a person fits in your culture, whether their skills match the job needs, and whether references validate what candidates say about themselves.
If you are a recruiter, you will find 2gnōME so easy to use and make sense out of. Candidates, too, welcome your awareness-building skill 360° that highlights your career and brand message.
It’s Moneyball-esque people analytics at your fingertips.
It's not easy to assess people before they walk through the door, understand candidates' fit once they’re in, and provide meaningful professional development to keep the best talent around.
Talent management should be about the talent, not the tools. Which is why we created an intuitive 360° platform - to highlight a candidate's individuality, in context to the job requirement, other candidates and the hiring team itself.
You can see how well a person fits in your culture, whether their skills match the job needs, and whether references validate what candidates say about themselves.
If you are a recruiter, you will find 2gnōME so easy to use and make sense out of. Candidates, too, welcome your awareness-building skill 360° that highlights your career and brand message.
It’s Moneyball-esque people analytics at your fingertips.
Benefits
Questionnaire is designed by you
Questionnaire is designed by you and geared to your unique work environment, not some generic set of questions that don’t really apply
Results can be compared
Results can be compared to existing employees to see which candidates fit your culture and skill needs the best
Quantifiable metrics make it easy
Quantifiable metrics make it easy to compare:
- candidate claims with references' perceptions - candidate to candidate - candidate to work environment/skill needs
- candidate claims with references' perceptions - candidate to candidate - candidate to work environment/skill needs
Flexible platform
Flexible platform accessible by multiple web portals, so candidates have no trouble answering questions, and you have no problems reading results
Sample Hiring Process
Step 1: Candidate Rates His or Her Skills
“Overall, what is your level of preparedness?
- a. Extremely High
- b. Very High
- c. Somewhat High
- d. Somewhat Low
- e. Extremely Low”
Say you’re hiring for a sales position. You have all candidates answer an online questionnaire through the 2gnōME platform in which they rate certain skills. For example, for sales, you might ask a candidate:
Step 2: Candidates Answer Performance-Oriented Skill Questions
After they’ve rated themselves on basic skills like the preparedness question above, candidates answer a series of questions designed to assess their actual performance. A sample question to illustrate a salesperson’s preparedness might be:
Prior to a scheduled meeting you would...
- a. always collaborate with your client to get the most out of your time together.
- b. always send a well-planned meeting agenda in advance and ask for feedback.
- c. send a routine meeting agenda a day or two in advance.
- d. communicate the goals of the meeting just before or during the first few minutes of the meeting.
- e. show up with unclear goals.
Step 3: Reference Check
Candidate asks their peers to answer the same few questions but asked about a candidate. It's confidential to promote feedback honesty - in other words, candidates know who they ask for feedback but they don't know who actually responds or what they say. And at least five peers are required to generate the 360° viewpoint. In the sales example above, let's say his name is Alan, a question to his peers might be:
Prior to a scheduled meeting, Alan would...
- a. always collaborates with his client to get the most out of his time together.
- b. always sends a well-planned meeting agenda in advance and asks for feedback.
- c. sends a routine meeting agenda a day or two in advance.
- d. communicates the goals of the meeting just before or during the first few minutes of the meeting.
- e. shows up with unclear goals.
Step 4: Interpret the story
Our candidate story includes candidate's self-rating, self-assessment and, if available, peer validation. In context to other candidates. Soft skills distilled and quantified with intuitive metrics from the answers, so you can determine your finalists for the interview.
It’s quantifiable and scientific. You can see who the very best candidates are.