Be Fair. Be Accurate. Be Efficient.

You should use your judgement and expend your precious time and focus on the parts of the process where they do the most good. Screening resumes and doing pre-interview interviews are not those parts. In fact, whenever you narrow the field of potential hirees is exactly when you don't want prejudice or unconscious bias to skew the selection. This skewing can cause inaccuracy (missing a gem) and unfairness (accepting or rejecting without regard to merit). We offer a better alternative to trying to do too much yourself or letting the recruiter or HR do these jobs.

We are all human and so we make mistakes, take short-cuts required by limited time and fall prey to unconscious bias. How does a firm run by people avoid human failing? We do it by using trainable software that we train to be objective, even if we cannot be objective.

Specifically, we use an AI to match résumés with job descriptions as a first pass screen and we use the talent assessment to help us see people clearly. We often refer to the first as simply “the screen” and the second as simply “the assessment.” Whenever you see references to screens or screening in this document, we refer to this AI tool. Whenever you see references to assessments or assessing in this document, we refer to one of the three Pythia Cyber Cybersecurity Talent Stack assessments.

Visit this blog post for more information.