Lack of correlation

The lack of professional experience often leads to rejections when applying for a job. Even though many employers complain about a shortage of skilled workers, this approach seems logical at first. Because if a candidate can prove relevant and several years of professional experience, they should have acquired relevant knowledge and suitable skills during this time. The logic: There is a correlation between previous professional experience and later productivity at work. Scientific studies show that this logic is a myth.

Measuring professional experience

The amount of professional experience that a candidate brings with them is usually calculated from the cumulative duration of employment in the corresponding function and industry. However, this is a very inaccurate measure. For example, a person can gain basic professional experience during training and carry out relevant activities in other functions or industries. In addition, the amount of professional experience does not take into account the quality of the professional experience gained in any way. The relevance of professional experience for the performance potential in the new job is significantly overestimated. The most likely reason for this is that the very easily measurable measure of "time" (i.e. professional experience in years) is mistakenly equated with the much more difficult to measure "competencies".

Requirement profiles in job advertisements

The requirements in job advertisements may prevent potential candidates from applying. Requirements that say little about the quality of applicants therefore lead at most to a reduction in the number of applicants.

Recruitment process redesigned

360-Talents solves this problem by using a redesigned recruitment process. Most companies rely on a serial process. First, the formal requirements from the application documents are checked. In a second step, the "human" fit is assessed during interviews.

By using soft skills diagnostics and AI-supported aptitude diagnostics, it is possible to determine the competencies of all people who apply for a vacant position in one step. Recruitment managers have access to simple, precise and reliable, comprehensive information on the professional and "human" fit to assess the potential of a candidate - and all this before an interview.