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HR Happy Hour 330 – Why is Hiring Still So Hard? (and How to Make it Easier)

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HR Happy Hour 330 – Why is Hiring Still So Hard? (and How to Make it Easier)

HR Happy Hour 330 – Why is Hiring Still So Hard? (And How to Make it Easier)

Host: Steve Boese

Guest: Frida Polli, CEO and Co-Founder of Pymetrics

Sponsored by Virgin Pulse

Listen to the show HERE

This week on the HR Happy Hour Show, Steve is joined by Frida Polli, CEO and Co-Founder of Pymetrics, a company using neuroscience and AI to help match candidate with jobs. On the show, Frida shared her path from earning her PhD in Neuroscience to taking on the problem of hiring – and trying to solve or at least improve and modernize the traditional hiring process.

Frida shared how traditional approaches to hiring – resumes that become the first screening tool, common methods of interviewing – ‘Tell me about a time when…’, and relying on homogenous internal networks and referrals to fill roles are not the most effective, fair, and optimal ways to best match candidates with jobs. The first year failure rates of candidates being so high bears this out.

Pymetrics have taken on this problem with a modern, science-based and technology-driven approach that helps both organizations and candidates find their best fit and match. Rather than rely on traditional tools and methods like personality and cognitive tests, they use a different way of tapping into these traits by looking at behaviors, and leveraging modern technology – machine learning and AI – in order to help match the traits of high-performing incumbent employees with candidates by putting both groups through the same tests and comparing the results. The bottom line: technology is advancing and helping to make hiring easier after all.

You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

This was a really interesting conversation – thanks so much to Frida for joining us.

Remember to subscribe to the HR Happy Hour wherever you get your podcasts.

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