For the talent revolution, break away from bad predictors of success

Best tips to atrract tech talent
Esti Barnett Rubin | 6 min read | March 11, 2023

Have you ever watched something bad happen as if it’s moving in slow motion knowing that you could prevent it? At LNRD, that’s how we feel about the way the system of hiring is currently working, or not working for that matter. We’re watching the global talent market drag itself slowly through sticky, heavy mud; it’s hard to stomach.

Currently, 81% of hires are considered to be bad hires. Nearly 90% of managers and executives surveyed by MIT Sloan Management Review anticipate that their industries will be disrupted by digital trends to a great or moderate extent, but only 44% say their organizations are adequately preparing for the disruptions to come. Gulp.

Statistics show that it’s easier to become a bone marrow donor than it is to get a job. Yes, really. The chances are just 1 in 430, (0,23%) compared to an efficient hiring funnel of 0,2%. These figures only confirm that the work LNRD does is more vital than ever. The hiring protocol is clearly broken and needs fixing.

So let’s face the problem head-on by asking: how can we collectively build a world where every talent is not only seen, but THRIVES in a permanent state of growth?Let’s start with the core issue: that BAD SUCCESS PREDICTORS are perpetuated via the medium of a CV, Leonardo da Vinci’s 500 year old tool which has pretty much remained unchanged since conception.

Educational Pedigree. What are we, dogs?

Using educational pedigree as a measure of success results in knee-jerk judgement and fails to take into account true skills a talent offers. Evaluating someone on the grounds of how far on the education ladder they’ve reached, which college they’ve attended and what grades they’ve received is a mistake. At LNRD, we don’t believe these factors showcase a human’s actual skills.

Best tips to atrract tech talent

Welcome to the No CV Movement

You might think you’ve heard it all before, powerhouse recruiting technologies like Linkedin and Indeed (and 100+ other HR tech startups) promising there’s a new way to hire and be hired. Unfortunately, they’re all maintaining the same keeper, the CV, as the best vehicle for presenting bad indicators of success. Anyone still harping on about the importance of a CV (matching up to a generic job description most likely copied directly from the internet), is hiring for the past, not for the present and certainly not for the future.Highlighting a talent’s hard skills (technical ability) alongside their soft skills (personality traits such as behaviors and leadership style) are the real GOOD PREDICTORS OF SUCCESS. Human compatibility and adaptability is the beating heart of a successful hire.

The new equation is: iQ + eQ = aQ (adaptation Q)

We’re not the only ones that believe the protocol is broken. Maayan Manela’s recent Calcalist article puts LNRD amongst other revolutionaries analyzes the process of hiring in the era of Covid-19. So, if we aren’t the only ones thinking that something is profoundly wrong, we need to put effort into solving the issue.

Shifting Power to the Talent & Equal Footing. There’s room for two at this table

By putting talent and companies on an equal footing, the distribution of power is shifted equally to both parties; companies will no longer hold all the cards. LNRD encourages companies to be more transparent about their workplace and what talent they’re looking for, which in turn encourages the talent to be honest about themselves during the hiring process. Building a narrative in the hiring process that replaces bad predictors with good, means the potential for a talent to feel judged are significantly reduced.

Decentralized HR: taking back control

We are beyond HR. We’re building a platform that provides limitless growth by mapping and labeling deep data for machine learning. Our technology powered tool works to humanize each hire and create a relationship based on human compatibility. LNRD evaluates a talent’s soft skills (interpersonal communication skills / ability to work in a team etc) and hard skills (technical abilities / knowledge) alongside the company’s offerings to produce a ‘genius match’ (or a ‘happy no’.)By improving transparency early on in the hiring process, the LNRD protocol shortens the hiring funnel (saving 60% time compared to the current average hiring process) which in turn saves money and energy. We’re optimizing human capital.

Cruising down the highway: how Covid-19 has accelerated the need for new success predictorsNaturally we have to contextualize our approach in light of Covid-19. The virus is only going to compound the problem of bad hiring; more harm will come to both talent and employers if bad success predictors are used in a post-pandemic jobs market.

Unemployment rates are at an all-time high. Almost all industries lie in the wake of layoffs, reduced hours or furloughs. New talent is flooding into the market, the ‘normal’ talent pool suddenly sees an influx of displaced talent. Opportunities are more coveted and the competition is higher due to the amount of faces in the crowd. Adding to this the use of bad predictors of success, you can see how the hiring system will come under even more strain.

Employers will hire using old, broken protocols / tools; scanning a stack of CV’s for bad success predictors that disguise a bad match as a good match. The vacancy may be left unfilled or talent is hired that’s unsuccessful long term. This is a negative result for both parties: a disgruntled employer (who didn’t take human qualities into account) and a talent that’s even further displaced.

LNRD will fix this broken protocol.

Moving out of HR: working together to make the work future brighter

Heather McGowan, a humans-first, future-of-work strategist is a master at helping the world understand that the future consists of jobs that don’t exist yet. She says that accelerated change and exponential growth will produce more hybrid jobs and more hybrid skills (which can be explained in practical terms by a designer who codes or a game developer who’s a data scientist.) SQL as a necessary skill for a marketeer grew 733% in the last three years. Hybrid talents are growing at the pace of informal education (self-teachings) and hybrid jobs are growing at twice the rate of conventional jobs.

The focus is moving beyond T-shaped skills to the development of broader skills in what we’ve coined “Z-shaped skills. These skills combine deep business & digital literacy with soft skills of the Five C’s: Collaboration, Critical Thinking, Communications, Cultural Fluency and Change Management along with a focus on Creativity and Innovation.

Talent is unboxable. On average, a career will pivot five times and it’s predicted there will be 133 new unknown jobs by 2022, which explains why it’s becoming rarer for a candidate’s skillset to fit into one box. Unboxable talent can only excel in an unboxable role. In a future where that’s the norm, we need new solutions, the current box tick approach to hiring, understanding talent / companies certainly won’t cut it. And this is where LNRD steps into the spotlight.

LNRD is the matching solution of the future of work. We built a unique Job Simulator that disrupts talent UX and allows early detection of genius matches between companies and talents based on professional and human compatibility in record time. Both for talent and companies, LNRD replaces guess work with deep labeled data that gets rid of bad success predictors forever. We unpack the DNA of each talent and role out there and by doing so, we’re able to revolutionize the process of hiring, putting EVERYBODY in a constant state of growth.

We are curating the unboxable talent pool to pave the way as talent-first revolutionists. We are bringing the ‘deep era’ to talent, elevating people to their maximum talent potential and the world to new levels of fulfillment and success, already.

We may not have a crystal ball for what’s coming next, but we know it’s LNRD shaped. Are you ready for us?