The conventional hiring process involves relying on standardised tests, which are usually inadequate in predicting an individual’s potential success in the role they are being hired for. The future is in predictive analytics, according to Markellos Diorinos, CEO of Talent Intelligence platform Bryq. Recruitment Tech spoke to Diorinos for an in-depth interview.
Talent intelligence platform and validated psychometrics
Athens-based Bryq is a Talent Intelligence platform built on top of validated psychometrics. Bryq’s main aim is not only to cut down the time-to-hire, but also aims to diversify teams and build upon organisational cultures. The company was founded in 2017 by the quartet of Alex Vratskides, Guy Krief, Hassan Chahrour and Markellos Diorinos. “What we’re trying to do is predictive analytics”, said Diorinos, the company’s CEO, in an interview with Recruitment Tech.
“Companies can no longer rely on just hiring new people all the time”
“We’re trying to figure out who’s going to perform well”, he said. “And we’re using this both for talent acquisition, but also internally. We want to make sure that the right person enters the right company, but also that they then follow the right path within the company. That’s essential to business success. Companies can no longer rely on just hiring new people all the time. If they don’t make the best use of the people they already have, they’ll end up losing.”
Personalised insights
To address this issue, Bryq introduced an API that passes a job description to the platform. “The platform then looks at the actual job that the person has to perform and puts together a profile based on the skills required for that job”, Diorinos said. “The online assessment takes 10 to 20 minutes, depending on the role. The assessment is always the same, but Bryq matches the requirements with what the candidates bring in. This way, all candidates, whether ten or 100,000, are ranked based on how well they fit what the company is looking for.”
“Through the usage of objective criteria and customising profiles for each role and team, we’ve seen a significant improvement in the kind of people who are hired.”
“The benefits of using Bryq’s tool for recruitment and HR include quality of hire, time to hire, and diversity, equity, and inclusion”, Diorinos added. “By using objective criteria for hiring, companies can ensure that they are getting better people. With a narrowed down pool of candidates, recruiters can get to the ones that matter faster. Finally, through the usage of objective criteria and customising profiles for each role and team, we’ve seen a significant improvement in the kind of people who are hired.”
Predicting success and culture fits
Bryq prides itself on the amount of customisation options. “We recognise that every team has different performance levels. What we’ve done is create something which can tailor profiles for each role, team, and even location, providing greater accuracy in predicting potential success. This translates to a wide range of roles, including call center agents, front-end and hourly workers, delivery agents, warehouse associates, and developers.”
“Developers don’t fail because they don’t know how to code in Java. They fail because they hate the company.”
Diorinos points at developers as the perfect example of why, sometimes, things just don’t work out between an employee and an employer. “Developers don’t fail because they don’t know how to code in Java. They fail because they hate the company. Because they hate the environment. Being able to measure culture fit gives organisation a competitive advantage.”
‘Recruiters have enough work on their hands’
Bryq’s list of customers consist primarily of bigger corporates and companies with a large number of open roles. But Bryq also supports start-ups. “We have a separate support package for start-ups, because they’re under pressure to get every hire right. But that’s kind of a niche. We’re really going after the corporates and those companies with 500 people and more. We also have the occasional recruitment agency or marketplaces. Those are people who wanna enrich their world with our data to make better decisions.”
“It’s important to keep the experience simple for the recruiters. They have enough work on their hands already.”
The company has also emphasised making sure it is fully integrated in the world’s best-know Applicant Tracking Systems (ATS), Diorinos adds. “Whether you’re using SuccessFactors, Lever, Greenhouse or SmartRecruiters — it’s important to keep the experience simple for the recruiters. They have enough work on their hands already. So it’s important for us that our service works seamlessly.”
Giving power to the employee
As far as the roadmap for the remainder of 2023, Diorinos expects more focus on internal mobility for Bryq. “For us, it’s all about taking all the information we have and giving it back to the actual user. That’s no longer HR, but it’s the employee. The employee has to figure out their career path; they’re the one that needs to improve. So it’s going to be all about completing that vision and giving more power to the employee themselves.”
