Recruiting teams face a difficult challenge — building the most important asset of any company — its people. This challenge comes with strict deadlines and demanding workload, often leading to making biased decisions. Unconsciously, but still biased. This is how the brain works as it aims to ease the decision-making process by making decisions based on what is familiar and safe.
Just as viruses can damage your computer, unconscious bias can damage the recruiting process.
JoonkoHire monitors and analyzes behavioral patterns in your existing recruitment data to identify unconscious bias as it happens. When such an event is detected, it sends out real-time alerts to your recruiting staff, with actionable recommendation, so they can overcome these inefficiencies immediately.
A simple and quick one-time integration to any Applicant Tracking System.
Our Machine Learning and Artificial Intelligence algorithms will constantly evaluate existing data to identify events of Behavioral Bugs or Cultural Typos.
When needed, Joonko engages executives, managers, and employees with insights and recommendations - so they can make real-time corrective actions.
Only through such a process, where recruiting bias is promptly met with corrective action, can it be beaten.
Having the best technology is not enough to successfully drive behavioral changes and win-over people's unconscious bias.
That's why we're using BJ Foggs' Behavior Model to our advantage. As a behavioral design practice, the model describes three elements that must converge at the same moment for any Behavior to occur: Motivation, Ability, and Trigger.
Trigger is what prompts people to take action.
Tough mentioned last in the formula, this is actually the first thing in any real-time engagement of Joonko. Without an appropriate trigger, behavior will not occur even if both motivation and ability are high.
Motivation is the energy for an action.
The more motivated people are, the more likely they will perform a behavior. Ideally, employees and managers are already motivated and only need the help to do it (see Ability).
Ability is the capacity to do a particular action.
High motivation is not enough. The harder the 'ask' for an action, the higher motivation needed, and therefore lower chances it will happen. The goal is to make taking an action as easy as possible.