Potential, Not Polish - Contextual Performance for Graduate Recruitment

潜力，而非波兰——毕业生招聘的情境表现

• 批准号: 720713
• 金额: $ 30.7万
• 依托单位: RARE RECRUITMENT LTD
• 依托单位国家: 英国
• 项目类别: GRD Development of Prototype
• 财政年份: 2015
• 资助国家: 英国
• 起止时间: 2015 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=720713
• 关键词: Potential; Polish; Contextual; Performance; Graduate

UK businesses are missing out on highly qualified candidates because of hidden bias (SPA,2015).• 2/3 of elite jobs are filled by candidates with a private or grammar school education (11pc ofUK population).• Children born to high professional parents are 20x more likely to get high status jobs(Guardian, 2012).• 80pc elite firms recruit graduates from just 19 universities (New Economics Foundation,2014).This bias creates economic inefficiencies by artificially restricting the pool of candidates,leaving vacancies unfilled and preventing diversity and social mobility.Rare Recruitment has identified an opportunity to help companies source young talentidentifying potential rather than polish, drawing on experience from contextualisation systemsused by UK universities since 2004. Rare's Contextual Recruitment System enablescompanies to identify candidates that have outperformed their environment and haveoutstanding potential for growth, widening the pool of talent available to fill positions, andhelp employers understand and address the implicit bias that guides their recruitmentdecisions.We have proven the concept of this technology with a basic prototype that requires manualcandidate selection, and we have secured pilots with Baker&McKenzie and Hogan Lovells.We now seek funding from Innovate UK to automate remaining processes, enabling thetechnology to become fully scalable and widening access for SMEs.Since inception in 2005, Rare has grown to become a multi-award winning diversity firm withcorporate clients including the Civil Service Fast Stream, Goldman Sachs, L'Oreal and 6 ofthe top 7 UK law firms. Successful development and commercialisation of this technologywill help Rare disrupt innovation in the recruitment industry by enabling better recruitmentdecisions, achieving systemic improvement of social mobility, workplace diversity,recruitment efficiency and economic growth.

由于隐藏的偏见，英国企业错过了高素质的候选人（SPA，2015）。2/3的精英职位由拥有私立或文法学校教育的候选人填补（占英国人口的11%）。高职业父母所生的孩子获得高地位工作的可能性高出20倍（卫报，2012）。80%的精英公司只从19所大学招聘毕业生（新经济基金会，2014年）。这种偏见人为地限制了候选人的数量，导致空缺职位空缺，阻碍了多样性和社会流动性，从而导致经济效率低下。罕见的招聘已经发现了一个机会，可以帮助公司寻找年轻的人才，识别潜力，而不是抛光，借鉴自2004年以来英国大学使用的情境化系统的经验。Rare的情境招聘系统使公司能够识别出表现优于其环境并具有出色增长潜力的候选人，扩大可用于填补职位的人才库，并帮助雇主了解和解决指导其招聘决策的隐性偏见。我们已经通过需要手动候选人选择的基本原型证明了这项技术的概念，我们已经与Baker&McKenzie和Hogan Lovells进行了试点。我们现在正在寻求Innovate UK的资助，以实现剩余流程的自动化，使该技术能够完全扩展并扩大中小企业的使用范围。自2005年成立以来，Rare已经发展成为一家屡获殊荣的多元化公司，其企业客户包括公务员快速流，高盛，欧莱雅和英国7大律师事务所中的6家。这项技术的成功开发和商业化将有助于Rare通过更好的招聘决策，实现社会流动性，工作场所多样性，招聘效率和经济增长的系统性改善，从而打破招聘行业的创新。