Bryq

Today, the conventional methods of knowing a candidate—resumes—don’t always yield the best insights. According to numerous studies, resumes can be unreliable as most often they contain misleading statements. Therefore, to find more objective ways of obtaining candidate information, organizations are increasingly turning to pre-employment assessments. These assessments use a standardized design to learn more about the candidates—their most valuable skills, work style, and gaps , which help HR teams to make more informed decisions.

In this regard, Bryq is providing organizations a scientifically-validated pre-hire assessment tool that measures the cognitive ability, personality traits, and leadership potential of applicants in order to help both recruiters and candidates find the right fit. “By measuring both cognitive skills and personality traits, Bryq matches candidate characteristics with job requirements and ranks candidates based on their match score, making the selection process simpler, faster, and more effective,” states Markellos Diorinos, co-founder and CEO of Bryq.

As a hiring manager himself in previous roles, Diorinos saw from close quarters how talented candidates can get eliminated from the hiring process due to an inefficient screening process that majorly relies on resumes. As soon as recruiters check a candidate’s resume, the process of unconscious bias begins, where they look into the name, gender, and school, along with how visually appealing a resume is. Owing to this, Diorinos realized the significance of a better solution in order to inject an element of objectivity into the hiring process. To that end, Diorinos and his team researched what thought leaders in the industry were using and found a lot of piecemeal, expensive, and complicated solutions. “We adopted elements from existing systems that are stringently backed by science and combined them into an easy to use solution,” mentions Diorinos.

With a greater emphasis on science, the company’s pre-employment assessments rely on objective data over artificial intelligence (AI). Diorinos notes that as long as the AI in a system is not explainable, it is inadequate to deliver the desired results in hiring. To substantiate his statement, Diorinos explains about a research paper that discusses how AI operates. When an AI model was trained to recognize photos of horses, it detected the pictures only by reading the source tag in the photos. But, once the tag was removed, the AI model was no longer able to recognize the horses. Now if the same logic is applied to hire candidates, there are chances where the AI model can pick up all the wrong signals. This is why Bryq’s science-backed assessments are not using AI.

Today, one crucial aspect that underpins the success of Bryq’s pre-hire assessments is its bias-free hiring approach. The Bryq assessment is a combination of five different tests: four cognitive tests (numerical, verbal, logical, and attention to detail) as well as a personality test based on Raymond Cattell’s 16 Personality Factors theory. All of these aspects are packed in an online assessment that is conducted through a simulated workplace environment, using a messenger-like interface.

By measuring both cognitive skills and personality traits, Bryq matches candidate characteristics with job requirements and ranks candidates based on their match score, making the selection process simpler, faster, and more effective

The results are then presented with an easy-to-understand report that highlights the strengths and weaknesses of every candidate along with an interview guide to facilitate a structured interview process. Using these results, recruiters can conduct structured in-person or video interviews. Going the extra mile, Bryq comes with a database of over 700 job profiles created by combining the established I/O Psychology theories of the Five Factor Model and the Holland Codes, which gives recruiters the predefined profiles for most common job roles. Moreover, Bryq was built to maximize efficiency, so the platform can integrate with popular applicant tracking systems (ATS) like Greenhouse, SmartRecruiters, recruitee, JazzHR, and Workable. It helps companies to stay organized with all of their candidate information in one place.

Apart from external hiring, Bryq also helps organizations in fostering internal mobility in their workforce. Internal mobility has always been an important factor for companies, but has now gained renewed importance. To provide greater flexibility to companies, Bryq gives internal candidates the same unbiased treatment and allows them to pursue new careers within their organization that play to their strengths—regardless of their previous role. “Whether you are hiring externally or moving people internally, Bryq provides you with the necessary insights,” affirms Diorinos.

Displaying such veracity in its offerings, Bryq has scripted success for a multitude of companies. In one instance, a leading accounting firm approached Bryq, seeking for pre-employment assessment to enable objective hiring that would be easy to set-up and understand. To that end, Bryq helped the client identify the optimal traits of the candidates for the specific job roles and objectively assess their candidate pool. The assessment results accurately portrayed the candidates and helped the client make the right additions to their team.

Such positive success stories are a testament to the company’s proficiency in the pre-employment assessment realm. “HR personnel can sign-up for our 14-day free trial to assess themselves and seethe incredible accuracy of the assessment results,” says Diorinos. As a forward-thinking company, Bryq wants to keep itself up-to-date with the changing industry trends and provide better results to its clients. With such a zealous attitude, the company is poised to bring a progressive change to the way HR teams operate in the future.