VetMatch Predictive Hiring
|
|
|
VetMatch uses predictive analytics to help employers identify and hire veterans whose interests and native capabilities are correlated with success in a given job. For employers, placing the right candidates into the right positions leads to better hiring outcomes and improved employee engagement. This is particularly true when hiring junior enlisted service members whose military resumes are, at best, weak predictors of job success or career fulfillment.
Underlying the power of the Vetmatch methodology is the idea of "hiring for aptitude, training for skills." Our Cloud Computing Career Launch program, showed that non-experienced veterans could land a high-paying job (Salesforce Administrator) in a lucrative field (cloud based CRM) within just 90 days. Military Resumes The universal problem these younger veterans encounter is that their military resumes show job titles such as rifleman, artilleryman, torpedoman, and so on. Civilian organizations neither have much need for these specialties, nor do their recruiters generally understand what these jobs entail. The too-common result is that vets with high aptitudes for the very jobs employers are trying to fill, never get an interview. Their military resume stands in the way. VetMatch Our VetMatch program takes a different approach, based on advances in aptitude testing that evaluate functional, cultural and cognitive abilities in detail. Our free 15-minute VetMatch aptitude test generates a 20-faceted quantitative graphic that shows at a glance the veteran’s functional and cultural aptitudes. Just looking at the graphic tells a lot about the person, but VetMatch takes this objective analysis to a higher level. The VetMatch process follows these steps: 
Why This Is Good
VetMatch allows employers to see beyond the military resume that so often fails to reveal much about the candidate’s likely success in a specific job, in that organization. With VetMatch, the recruiter sees only veteran candidates whose aptitudes make them “strong fits” for success in that specific job. The employer can proceed from there with conventional interviews and other vetting processes. “Strong Fit" veterans’ probabilities of success and retention in these jobs should be very high. In a sense, VetMatch allows employers to clone their existing best performers. Below are two actual “ideal aptitude profiles” for specific jobs overlaid on actual candidate aptitude profiles. The logic will be apparent. 
|
Examples
This is an aptitude profile of an Army veteran, generated by the aptitude assessment software used for VetMatch. 20 aptitude attributes are measured and displayed as follows: 
Here's another veteran’s aptitude profile:
The black dots show the ideal profile, with the large diamonds showing the five most important aptitude attributes for this job in this company. The green pie segments show where this candidate’s aptitude equals or exceeds those of the ideal profile. The red segment indicates an aptitude deficiency, compared to the ideal. This veteran would be a “good fit” for this job, one degree short of “strong fit,” because of the shortfall in one important attribute.
This veteran would be a “poor fit” for this job, because he is deficient in three of the five critical aptitudes. There are other jobs in other companies where his aptitudes would make him a “good fit” or even a “strong fit.” Employers try to hire as many veterans as possible, for all the right reasons. VetMatch can identify individual veterans whose aptitudes make them strong candidates for specific jobs. These “right-aptitude” veterans become exceptionally productive hires and stay with their employers for long careers.
... and here's how his aptitudes compare to the ideal profile for a truck driver in a particular company: Longer “pie sections” indicate greater aptitude. By itself, the profile would be very helpful in understanding this individual’s specific aptitude strengths.
But by overlaying the “Ideal Candidate Profile” for a specific job, in a particular company, we get a much greater understanding of the veteran’s degree of fit for that position. Below is how this vet compares to the ideal profile for successful business development professionals in a particular company: |