All posts in Ooqio Spotlight

Ooqio Spotlight: enabling assessments anywhere, anytime with Mettl

Mettl remote testing

Mettl assessment platformThis week we introduce Nishant Muralidharan, Insight Marketer at Mettl. Mettl enables HR teams to conduct remote assessments and proctored tests with or without access to internet.

You say you don’t believe in assessment centers. That’s a pretty sweeping statement!

Well, not everyone is based in a major city, where internet access is as readily available as bus service or your favorite latte. But that doesn’t mean that person is any less skilled or qualified for a position.

We believe a person should be able to take an assessment test from anywhere, without having to go to a central test center.

How does Mettl facilitate that?

We’ve developed a very state of the art proctoring technology that allows the whole assessment process to be conducted remotely.

We use the candidate’s webcam and biometric scanning to monitor them and verify their identity. A live monitoring feed and frame-by-frame capabilities enable a remote proctor to keep an eye on the process, and the proctor is always able to communicate with the person taking the test.

The whole process is recorded, so the company can go back and review it at any point.

That’s pretty impressive, but I imagine a lot of clients would still be concerned about people trying to tamper with the process.

Some are, but our team works around the clock to constantly improve our technology. There are many checks in place, like if a second person appears on the screen or if the student is looking away from the screen repeatedly, we know we need to look into that.

The technology is constantly being upgraded to understand and interpret human behavior.

Mettl remote testing

Now you’re one of India’s largest and fastest growing talent management firms, but you didn’t start out in this exact field, right?

That’s right. We actually got our start six years ago with a focus on training.

Our original name was IndusLynk, and we set out to go to colleges and universities and offer training to the top students in any industry. For example, we’d bring in the best talent from companies like Oracle or Google to talk to the students on how to transition from being in college to being industry ready.

But somewhere along the line, you pivoted, which is quite common in the tech industry.

It’s something you see often, and I think it only makes sense.

In the startup world, we’re all familiar with the concept of MVP—a minimum viable product. It’s a loosely based concept of what you’re trying to develop, but it’s not exact.

There’s a very beautiful analogy about this: when an airplane moves from point A to point B, the pilot has a defined route. It’s exact and it’s on a map, but the pilot adjusts based on many factors like wind shear, air traffic, birds, etc.

In reality, the pilot never almost takes the exact route that was planned, but he gets to the destination just the same. Startups develop in much the same way.

That’s a really great analogy! You kind of have to learn to embrace those changes in order to be successful.

The whole point is to be in a constant state of recalibration. Every month, there’s some other company out there coming out with better technology, and you have to keep up. It’s a very rigorous environment to be in, and we’re proud to thrive in it.

On a monthly basis, we release a lot of upgrades to our technology, both on our platform front and remote proctoring front. For example, one thing we’re working on is our offline proctoring technology.

In places like India, where we are, there are many areas with spotty or nonexistent access to the internet. With our offline proctoring technology, that’s not a problem. The test is uploaded onto a tablet and the camera is still recording even when the tablet is not online.

Our newest offering is our Mettl Personality Inventory, which is a psychometric assessment rather than a cognitive assessment.

For us laypeople, could you explain what that means?

While a cognitive test measures your intellectual capacity—your ability to learn—a psychometric test measures how you’re going to fit within an organization. These are questions that don’t necessarily have a “right” or “wrong” answer, but determine whether you’re going to be happy and get along well there. Those two aspects in conjunction are what make a company ecosystem work.

You can learn more about Mettl by visiting its website or by downloading one of its free e-books:

Intelligence, Cognition & Performance: Connecting the Dots

How Do You Measure The Immeasurable?

Mettl was launched in 2011 and is based in Haryana, India. The company has since grown to more than 200 employees and is widely recognized one of India’s premiere talent management solutions. The company’s client list includes global brands like Ford, Puma, Optimizely and inMobi.

 

Ooqio Spotlight: Successful Hiring with RightFit

Rob Bigini RIghtFitMeet Rob Bigini, Vice President of Products for RightFit, a search visualization tool that brings a new dimension to the job search and hiring process. Rob also serves as Vice President of Operations for Comrise, RightFit’s parent company.

RightFit is comprised of two distinct tools: JobView, which gives candidates a more efficient way to search the job pool, and RightView, which gives hiring managers a better way to organize candidates. We set out to learn more about how Rob and his team are changing the hiring game with these innovative tools.

You say you’ve created a “search visualization tool.” What exactly does that mean?

If you looked at two resumes, could you determine whether one was better than the other for a particular job?

Maybe.

How? As a result of that question, we developed a combination of algorithms to rank a candidate based on his or her resume. This helps determine if that person might be better than another candidate based on certain skills.

But there’s a catch—every hiring manager would prioritize certain skills differently. For example, you might value creativity more than critical thinking, while I might prefer the opposite.

Right. And it depends on the position up for grabs.

Exactly. So instead of ranking these skills in the form of a list, it became a visualization tool of a candidate’s collective skills. This is RightView.

Very cool. It’s one of those things you see and think, ‘why didn’t I think of that?’ So what’s the other side of the coin—the platform for job seekers?

That would be JobView. Just like we can visualize a candidate’s skills instead of putting them in a list, we visualize jobs instead of listing them in alphabetical order or the order they were posted.

Jobs are grouped by field—say, engineering or project management. Then, at the next level, they’re grouped by job title, like Project Engineer or Mechanical Engineer.

JobView

That must make it easier to see all the jobs that are a fit for you in one place.

Not only that—it significantly increases the number of jobs a candidate will apply for. Since implementing this platform for Comrise, we’ve seen a 146% increase in self-applicants.

So what’s on the horizon for these tools in the months ahead?

We see RightView and JobView being integrated with existing job listing platforms and applicant tracking systems. That’s key. People don’t want to learn to use a whole new platform. They want upgrades to the platforms they already know and trust.

To check out the power of search visualization for yourself, visit RightFit.it or view the video demos of JobView and RightView.

RightFit was founded in 2014 and incorporated in 2015 as a division of Comrise. Comrise is an international provider of staffing, consulting and search solutions for companies in technology, data science, project management and business around the globe. Comrise was founded in 1984.

Ooqio Spotlight: Redefining Talent Management with Appreiz

Appreiz talent management

Jayashree Venkataraman Appreiz CEOMeet Jayashree Venkataraman, CEO and Founder of Appreiz social recognition platform. She’s an HR technology veteran, with the likes of industry giants Microsoft and GE filling out her resume.

Now, Jayashree is out to redefine talent management using social recognition as a key performance indicator. We connected with her this week to find out more about her latest venture.

You say you want to “redefine talent management.” Tell us more.

Typically when you give someone a good reference or leave a review on LinkedIn, you give broad, non-specific endorsements like “so-and-so is a great manager” or “so-and-so was lovely to work with.” But that doesn’t quantify anything.

Appreiz is a tool for showing appreciation to your co-worker, peer, manager, or anyone in an organization. The key differentiator with Appreiz is that you must appreciate them based on demonstrated values, role-based competencies and skills. The praise has to be tied to a specific accomplishment.

Ah, so there’s immediately a data set captured, right?

Exactly. Appreiz captures the skills a person demonstrated, building analytics for the employer in the process. It’s directly tied to your job performance.

It also works externally, if you’re an employee facing a customer and the customer wants to appreciate you. Instead of sending a survey that, 90% of the time, doesn’t get filled out, you can ask the customer to leave the comment on Facebook or Twitter and Appreiz can pull it from that platform. Also, each company has an Appreiz link they can give out.

Appreiz talent management

What about employers? What’s the best use of this tool for a manager or human resources executive?

Since we’re capturing employees’ demonstrated capabilities and skills, it makes a company’s succession planning much easier. A manger can go in and say “what skills is John being praised for most?” They can see where he’s most likely to succeed. They can also see when John is demonstrating competency beyond his pay grade—he’s ready for a promotion.

Appreiz also builds an intricate organizational network of a company. If one person keeps getting praised by many different team members, you know it’s important to retain that person. They are valued by their peers.

That makes a lot of sense. So on a broader level, how do you see Appreiz changing the face of talent management? And how will you get to that point?

We see Appreiz becoming an intuitive part of a person’s workflow, and we’re getting there by integrating with the programs employees already love to use, like Trello, JIRA, Slack and Office.

For example, if you’re writing an email to a co-worker and say “great job on that task!” you’ll receive a notification prompting you to send Appreiz to your colleague. It becomes an ordinary step in the workflow, with triggers in multiple places.

The last piece of the puzzle is called Appreiz Graph, which is in development and could literally replace resumes. A resume is something you make up—realistically, you can fill it with whatever you want, so how reliable is it as a tool?

Your Appreiz Graph, on the other hand, is created by your peers and is a real demonstration of your skills. You can take it with you from one organization to the next.

You can check out Appreiz and grab a free 30-day trial for yourself by visiting Appreiz.com

Appreiz was launched in 2016 and is led by founder and CEO Jayashree Venkataraman and technology partner Krishnan Naranapatty of Kaay Labs. The pair has a combined multi-decade resume of experience in technology, HR strategy and operations.