Hiring is investing --and successful investing requires independent information.
What is your candidate really good at? What have they personally achieved? What are they like to work with? You need to know -- and resumes and references are a poor way to find out.
WorkScore gives you much more accurate information than tests, resumes, or individual references because you get the confidential views of a sizable group that knows your candidate's work. It not only saves you time and money -- it gives you the information you actually need to make smart hiring decisions. And for now, it's free.
A WorkScore is a report based on confidential information provided by your candidate's references. You can see three sample WorkScores here. Here is what each WorkScore gives you:
Ask for WorkScores before your final round of interviews. You will ask much better questions. You will enable references to influence the final decision, instead of checking references as a final step. You need accurate information to invest wisely. A bank won't lend without a credit score. Don't invest in professionals who are essential to your business without first seeing their WorkScore.
Let candidates know that you would like to see their WorkScore. Getting a WorkScore is easy and need not slow down your hiring process.
Hiring is a two-way process. Both you and your candidates want a good fit. But how can your candidate know what your workplace is like? Just as you value information from people who know their work, they value information about your workplace from people who already work there.
We invite employees in every company, a nonprofit, or public agency to describe and review their workplace. We validate each reviewer's current employment using their workplace email domain. These reviews are anonymous and we make the results public as Workplace Scores. You are free to use them to learn what's working at your workplace. And what isn't.
Every workplace is different. Some workplaces demand total commitment and reward top-performers lavishly. Others attract people drawn to an exciting technology. Or a social cause. Or a lifestyle that accommodates families. Or a chance to be exceptionally creative.
Although we authenticate every employee who submits a workplace review, we obviously face a problems of selection bias: not all employees participate and those that do may not be typical. They may be managers who want to promote their workplace or employees who are unhappy but not representative.
A Workplace Score lets job candidates know what to expect. Like a WorkScore, a valid Workplace Score increases the chance of a good fit. To ensure a valid Workplace Score, please encourage your employees to contribute reviews. You will ask candidates about their WorkScore. Make sure that they have an accurate Workplace Score to discuss with you as well.
We would if it made sense, but it doesn't. Think of a WorkScore as a painting, not a print out. By the time you review a candidate's references, commendations, achievements, skills, impact, and documents you know a lot about them. You get the picture and can make smarter decisions about whether they are a good fit.
Sure. Maybe you know the person really well because they are an internal candidate or used to work for you. Or maybe the job does not require people who learn from and are accountable to those they work with. In these cases, a WorkScore may not be appropriate.
It is free to companies who help us work the bugs out. Later this year, we will charge for WorkScores, although the cost of a WorkScore will be a tiny fraction of the cost of a bad professional hire. We plan to provide significant discounts for companies that buy WorkScores in quantity and make WorkScores a regular part of their professional hiring process.
Who can blame them? Nobody wants a credit score -- they want a loan. Nobody wants an SAT score -- they want to go to college. If your candidate is terrific and are exactly the person you are looking for, perhaps you should hire them anyway. Or perhaps they look good on paper and interview well but have never built the kind of strong professional track record that tends to produce an outstanding WorkScore.
If a candidate's score is in the top 20% of all scores, we put an asterisk next to it. Otherwise, pay attention to the five or six highest scores and assume that those represent real strengths and watch for any score under 40, which may indicate a problem.
When employees review your workplace, they use the drop-down indicators to tell us which attributes are most important to them. We weigh each attribute according to the importance that employees assign it. Some workplace attributes count for more, so your Workplace Score is unlikely to be the average of the attributes. If most people indicate that family friendliness is very important, for example, the scores for this category will count more towards the overall Workplace Score.
We welcome the business and there are teams that do this, but we think it's usually the wrong tool for the job. Use WorkScore for hiring professionals. That's what it is built for and that's what it does best.
We don't give out legal advice, but remember that a WorkScore is controlled by it's owner, who can delete anything written that appears inaccurate and submits their WorkScore to you voluntarily.
Candidates can only delete recommendations and achievements that are unfavorable. If a candidate has a problem that affects their professional performance, it will show in their skill scores, in the impact tab, and in the follow up conversations that you have with primary and secondary references.
Yes! Now is the best time to give us ideas, since we are just getting started. Sign in and use this page here to let us know your thoughts.