Meet the skills company that doesn’t like resumes or task interviews. Infinity Global IO is a recruitment, evaluation and skills progression company for start-ups whose founders, the classic approaches to locating new staff, are historically outperformed in the fashion world. In an environment where other people are learning skills in a new way and joining organizations that change rapidly and work very differently, they think you want to do anything else.
“The long term will be recruiting groups from other people who work well together,” says Kanishka Misal, CEO of Infinity Global IO. “To succeed, organizations will want a combination of well-combined skills.”
To meet this need, Misal is running with an increasing number of consumers (the big names come with Microsoft, BT, Unilever and NTT Data) for them to get just that. With a technology-based recruitment approach, the company works with customers to identify a group of applicants with the right set of features to succeed, and then commits to exercising them to cover fast jobs.
This procedure is performed without the need for resumes or interviews. Instead, Infinity Global IO asks potential applicants to go through an online procedure powered by the Cambridge Code, a resilient research tool developed by researchers at the University of Cambridge.
Using these tests allows recruiters to identify a skill group with the right attributes to perform specific functions and paints in combination effectively. Many applicants will not have all the skills or delight to do homework from day one, however Infinity Global IO is running with employers to create and manage an education and progression program tailored to update them.
Misal argues that this technique is a proposition in which everyone wins for applicants and recruiters. Selected applicants are paid as soon as they enroll in the educational program, he issues and obtains a very express education based on skills gaps. “For employers, those other people are much more productive: we build a skill group for them over time.”
A particularly attractive feature of this way of operation is that employers have no idea who are the applicants who are taking the Cambridge Code tests, or their age, gender or ethnicity, for example. With all subconscious prejudices eliminated, the forward-looking skill base is much broader and more diverse.
“People shouldn’t be judged through a resume, it’s a concept and it provides a misrepresentation of who the candidate is,” says Jonathan Collins, infinity Global IO’s director of alliances and strategic partnerships.
In particular, even honest, self-aware resumes don’t give employers a wonderful concept of the characteristics that motivate candidates, raising disorders for organizations that end up hiring other people who don’t adapt well to each other. “There’s nothing worse than employing 3 other people who would possibly be very talented separately but can’t paint together,” Collins says.
The subtext of Infinity Global IO’s technique for skill assessment, acquisition and progression is that while applicants can acquire new skills, wisdom and delight, converting their personality is much more difficult. As a result, employers want to focus on recruiting groups from other people with paint skills together, rather than, for example, worrying about those who have two years of fun instead of one.
“We think it’s general to identify that you’re a ‘6 out of 10’ for a specific job,” Collins says. “In fact, identify the 4 out of 10 you want to acquire.” This can be taught, he says.
In any case, in a country like the UK, which is involved in skills shortages in fast-growing sectors such as technology, there simply aren’t enough 8 and nine out of ten to distribute. It’s no coincidence that Infinity Global IO was very successful in working with customers to identify candidates for positions in on-demand fields, such as cloud engineering and knowledge analysis.
In doing so, the company has established a close relationship with employers, which is essential in a new assignment: an allocation related to Covid-19 to help another 10,000 people take on new positions. “We are in the process of selecting the applicants we will work with for the next 12 months to rent them,” says Misal. He persuaded several employers to enroll in them, many of whom offer essential educational content that will complement the program’s efforts. A first candidate campaign is underway, targeting the cloud and progression operations.
This is the kind of paints that would not be imaginable without a technology-driven recruitment technique that allows thousands of applicants to take control at the same time, and one of infinity Global IO’s competitive benefits is that their style is highly scalable. “We work primarily with giant corporations that recruit groups of applicants, but this technique can also work for individual positions,” misal says. “It can also be prolonged internationally.”
In fact, some consumers are already exploring opportunities to repeat the good luck they have had when using Infinity Global IO in other markets. And if you settle for the company’s argument that we want to think about talent, it makes a lot of sense to take a more holistic approach.
I’ve been a money journalist for over 20 years: I’ve written for most uk national newspapers (such as a multitude of magazines and websites) on topics