The trick—and it is quite a trick—is taking a host of ingredients, from the highly tangible (location, education, salary level) to the highly intangible (right level of experience, right background) and cooking up a single value that matches people with the jobs they not only want but can get.
The point of the algorithm is to have information that the individual user or human-resources executive can’t possibly access. Bright.com mines social- media contacts, and suggests jobs that come through people you already know. It pushes users toward companies that are more likely to hire from their college or grad school. It crunches numbers to determine a person’s preferred career path, even if she hasn’t thought it through herself, and suggests jobs she could be right for but may not have picked out of a search lineup. Salary is taken into account—applicants won’t be put up for jobs that are not in their desired range. (Users don’t have to share how much they make—the algorithm will guess.)
To make the whole system work, Goodman hired dozens of human-resources professionals to evaluate piles of résumés and train the Bright score algorithm in how to think like the world’s fastest HR exec. He also hired a neuroscientist, Jacob Bollinger, as well as a former nuclear physicist, a geophysicist, and other data crunchers to build and test it.
- More Here
The point of the algorithm is to have information that the individual user or human-resources executive can’t possibly access. Bright.com mines social- media contacts, and suggests jobs that come through people you already know. It pushes users toward companies that are more likely to hire from their college or grad school. It crunches numbers to determine a person’s preferred career path, even if she hasn’t thought it through herself, and suggests jobs she could be right for but may not have picked out of a search lineup. Salary is taken into account—applicants won’t be put up for jobs that are not in their desired range. (Users don’t have to share how much they make—the algorithm will guess.)
To make the whole system work, Goodman hired dozens of human-resources professionals to evaluate piles of résumés and train the Bright score algorithm in how to think like the world’s fastest HR exec. He also hired a neuroscientist, Jacob Bollinger, as well as a former nuclear physicist, a geophysicist, and other data crunchers to build and test it.
- More Here
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