Automate and Augment Hiring, Talent Mobility, and Flexible Workforce Management with HiredScore for SAP
Over the past decade, companies of all sizes have focused on implementing and adopting HR systems, from an ATS to attract and hire the best talent, to a CRM for passive talent management, to an HCM to manage the workforce, a VMS to support growing contingent workforce needs, an LMS to train/develop the workforce, and more. In the age of artificial intelligence, these systems, once-implemented, can be leveraged to transform any company’s critical Talent Acquisition and Talent Management processes to benefit from efficiency and effectiveness-improving process automation and augmentation. HiredScore’s partnership with SAP is the unique convergence of SAP’s best-of-breed, global HR systems with HiredScore’s industry-leading innovation in compliant, global, and Fortune 500-focused AI for HR. Continue reading “Unleash Artificial Intelligence for Global, Unbiased Talent Management with HiredScore”
Jesse Berliner-Sachs shares his experience as a Development and Operations intern at HiredScore. Jesse joined the team for the summer of 2017 before returning to study for his B.S.E. in Computer Science and B.A. in Political Science at the University of Pennsylvania.
From my first day at the HiredScore office in downtown Tel Aviv, one thing was immediately clear: studying computer science and working in tech are two completely different fields. I might be able to describe Dijkstra’s shortest path algorithm, but if I can’t push changes to Github how can I contribute to the team? Bridging that divide between education and practice can be difficult, but that is exactly what made my Internship at HiredScore, the team I worked with, and the work I did so meaningful. The HiredScore Engineering team worked to give me projects that utilized what I had learned in school and applied those skills to solve real challenges the company faced.
The memory which has stuck with me the most from my time at HiredScore was not the interesting projects I got to be a part of, or the fun business lunches we’d have in Tel Aviv, but instead the people I worked with and specifically how they wanted me to grow and improve over the summer. Every task I worked on was designed as much to develop my skill set as it was to help the company. While the startup culture is by nature fast-paced and rigorous, I never felt left behind. The Israeli culture is one where you are expected to speak up and say what you want. This summer taught me the importance of asking for help and being vocal in my opinions. Whenever I was stuck on something, I knew I could reach out to my mentors and never be seen as a bother. Whenever I felt something wasn’t being done in the best way I felt confident in sharing my opinion.
I began my summer at HiredScore with no knowledge of what it was like to work at a tech startup or how to practically use my computer science skills. I came away a better software engineer but also with a confidence to take on full projects on my own, the ability to learn new skills along the way, and the knowledge that it is ok to ask for help and state my opinions. Working at HiredScore was a great way to start my career in Tech.
TL;DR; The right problem, the right market, the right team and the right reason…
Talk to people about the keys to building a successful company and you will quickly reach the inevitable topic of employees. Which begs the question: If employees are so important, how is it that the recruitment process is so unstructured, unmeasurable and sadly biased in many cases?
Think of the last time you recruited someone. Try to reverse engineer the process from job posting to screening to interviewing to the final offer and ask yourself two kinds of questions about each step:
Why did I…? How can I assess…?
- Why did I choose to use this specific wording when I posted the job?
- How can I assess if the job post will yield the candidates I’m looking for?
- Why did I pick that person from a pile of 50 CVs while screening?
- How can I assess the quality of my screening?
- Why did I ask those specific questions, and not others, in the initial phone interview?
- How can I assess the quality of my phone interview conclusion?
- Why did I reject this candidate?
- How can I assess the quality of my decision?
Well if your answer to all the question above starts with “HMMMMMMMM” you’re not alone. Continue reading “Why Am I Excited to Join HiredScore?”