I'm an industrial/organizational psychologist at Evolv. I help build assessment content and I work closely with our predictive algorithms. A few clarifications from the WSJ article & responses to
Yes, creativity and empathy are important for some positions, even in call centers! We're not looking for hateful drones who will hang up on you when you call in. In addition to staying longer, our recommended hires perform better as well. That means increases in both customer satisfaction and efficiency (we call it "average handle time"). But it's a curvilinear relationship - somebody who is too inquisitive is going to tend to waste your valuable time (and their employer's) while trying to resolve your issue. There's a balance.
Most test vendors put a test in place and walk away. At Evolv we take all the post-hire data from our clients and continually feed it back into our algorithms. The content, scoring, and weighting adjust over time to be more predictive.
At Evolv, we don't pair obvious responses when we create questions. So no "I like to steal office supplies" vs "I always show up to work on time" questions. Coupled with the continual refresh & validation of the content, there is no "answer key" that will get you a job. One of the neat things about this approach that we've found is that people applying to entry level positions often don't know what they're good at. Either they've bounced around a few jobs or they're just out of high school. So when somebody applies to a call center job that's hiring for both customer service and sales positions, and we can recommend the position for which they're likely to be "fitter, happier, and more productive"... that's kind of cool. Their employer will make more money off a more stable employee, and the employee ends up doing something they will enjoy just a little bit more. I know some folks will see it from the Radiohead point of view, as creepy (and I respect that), but we think it's better than dumping somebody into a position they're not going to enjoy just because they had the right keywords on their resume or they BS'd their way through an interview.
Science & statistics help eliminate some crazy gut-based hiring decisions. Some hiring managers want to ask call center applicants what they'll be doing in 10 years with an expected response of "I'll be working at this call center". But let's be realistic - while some people enjoy them and thrive, call center jobs are typically not where you plan to be in 10 years. We've also found that resume experience for entry level positions is less important than basic skills and attitude. It's easy to look at that and say "duh" but you'd be surprised how many people hiring & screening for these roles want to exclude applicants who don't have prior experience. So we can cut things out of the interview and hiring process that just don't mean anything.
Evolv doesn't just do employment screening. We periodically follow up with people after they're hired. We find out what information wasn't communicated well during the hiring process, get their feedback on how their training is going, their thoughts on their supervisor, that sort of thing. We feed all of this back in to improve the process. In some cases, that means identifying the trainers whose students perform poorly when they start working. Other times it could be flagging a tenured stellar performer whose numbers are starting to dip for a new position to help reinvigorate them. We strive to improve profitability across the workforce, and do so in an employee-friendly way.
Last but not least, we're still expanding through Xerox, so if you've called their customer service and had a bad experience it must not have been one of our hires. Joking aside, agents are people too, and even our top recommendations have a bad day. We're working hard to to make it better though!
Hope that helps! Yes, there definitely are risks with employment testing, but we try to avoid them and build solutions that make everybody's life a little better.
Cheers,
Tim
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