How the launch of Two Story’s performance analytics tool will change the way you get hired

If your business is getting big enough to bring in full-time employees, hiring can be an exciting prospect. You can find the best people to build your vision and take things to the next level.

After a while, hiring can be somewhat daunting. You have to painstakingly craft a job description and figure out how to advertise it so that the right people notice it. If you are lucky enough to get multiple qualified candidates, there are many interviews and tough decisions.

Then despite your time and effort, your employment may or may not work. Their actual abilities may not match the promise of their resume. Or your employee personality may not be suitable for work culture you established it. Or maybe the new employee decides it’s not the right role for him after all. The recruitment cycle begins again.

After several rounds of recruitment, the process tends to lose its luster. Technology has tried to help find the employees best suited to the company’s needs; This came in the form of personality tests. These tests have been used for years by companies and It is not always helpful in the hiring process. But in general, technology in hiring hasn’t advanced much since then — at least, not in any mainstream way.

However, new technical tools for employment are emerging. two storiesA performance analytics innovator seeks to find a better way to match employers with candidates. This new staffing solution is called Performance Story.

Using a powerful combination of behavioral assessment and skills analysis, Performance Story uses the latest findings in machine learning and behavioral sciences to diagnose what each role needs and predict a candidate’s suitability. When used properly, this tool can change the way companies hire.

Create a story instead of a profile

A performance story, as its name suggests, provides an overall picture of the employee rather than a list of attributes. It’s a huge advance that better reflects the complexity of human beings. The performance story avoids drawing out the candidates on their skills and whether or not they are open – which never presents a complete picture.

The Performance Story looks at a job seeker’s talent profile to assess his predictive job fit and what potential he might have. Gaps in this profile can be filled in after the candidate completes the Two Story behavioral assessment. These assessments use fuzzy questions to get to the root of a person’s behaviors, values, intellect, and habits. They can also gain insight into how they handle criticism and confrontation.

Traditional personality tests tend to ask clear, leading questions. Candidates may be tempted to answer in the way they think will get them the job rather than answer truthfully. So if an employer is looking at a resume with vague language and a false personality report, it is difficult to predict the suitability for the job.

Knowing what makes a person tick can also help employers communicate expectations on both sides. Perhaps the candidate has a history of leaving jobs after about two years, which is Below the American average. It is possible that the candidate does not know why this pattern appears. The story of the performance can play a huge role in providing an explanation and treatment.

Review the candidate’s story

Performance analytics can show that the person involved needs a clear progression path to stay engaged for the long term. The Performance Story generates a list of key questions to ask the interviewees in order to confirm or modify candidate profiles. In this case, it may not be helpful to ask the guest about a time when you have overcome adversity at work. It would be much deeper to inquire if they had a path to advancement in their previous jobs.

If they never had a clear career path with their previous employers, this could provide a win-win solution. A potential employer will need to review and evaluate performance analyzes to see what developments are possible for that person or position within the five-year job outlook. If developments are possible, what the employee will need to do to achieve them should be clearly communicated.

In addition, if the interviewee had a career progression laid down by previous employers, then something else behind the job hopping pattern. If a candidate’s short-term tendency isn’t something employers can easily fix with job modifications, they may not be a good fit.

If the employee succeeds, everyone succeeds

A central aspect of the performance story is asking the candidates a very simple question. What type of placement will give each person the best chance of success? This goes beyond the basic functions of the job itself.

For example, suppose a company named Pencil Supply is growing and needs to hire an HR and benefits coordinator. Performance Story AI systems can isolate key attributes of successful HR coordinators and factor variables into Pencil Supply’s internal nuances. Although it may seem counterintuitive, this process can actually open up the recruitment pool to more applicants.

In the case of Pencil Supply, they may have previously required applicants to have a master’s degree or MBA. A performance story might reveal that the most successful HR leaders have at most a bachelor’s degree and, more importantly, a specific personality trait. This vital information can inspire Pencil Supply to lower education requirements and get more applicants into the system.

Another game-changing aspect of the performance story is its predictive capabilities. powerful combination of Behavioral analytics and artificial intelligence The prospects will first evaluate performance analytics on how the candidate will perform in a particular position. Next, it provides information to the employer on how to customize its operations to get the best out of the new employee. From job responsibilities to career path to education opportunities, employers will know what will keep an employee on board and linked.

Employee success in the workplace is rarely one-sided. If the employer has predictive analysis on their side to keep the worker engaged over the long term, they can reduce turnover. When an employer focuses on the success of their individual workers, the company as a whole must see the benefits.

Using science, not guesswork

There are all kinds of mysterious ways employers or hiring managers make hiring decisions. It could be based on feelings, first impressions, or the candidate being the sister-in-law of the local sheriff. These methods may be better than pulling a random resume and expanding the offer, but data and analytics can change the game. Using an approach that offers performance analytics, behavior analysis, and AI predictive capabilities can make recruitment more efficient and facilitate a better job/candidate fit.

So if you want to keep long and high recruitment cycles rotation Rates, keep doing what you’re doing. For better results and fewer headaches, change the way you recruit.

Featured image rights: by RODNAE Productions; pixels. Thanks!

Brad Anderson

Editor-in-Chief at ReadWrite

Brad is the editor who oversees contributing content at He previously worked as an editor at PayPal and Crunchbase. You can reach him in a mail at

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