Criteria is a leading provider of professionally developed pre-employment tests, dedicated to helping you make better talent decisions through multidimensional assessments. We spoke with Director of Partnerships, Frank Cory.
I’m Frank Cory, Director of Partnerships and I recently joined Criteria with close to two decades of experience in the Human Capital Management space. I’m very enthusiastic about my role and the future of partnerships at Criteria. I’m passionate about this market because I’m personally motivated to impact the Diversity, Equity and Inclusion movement. Criteria is progressively driving change in DE&I front and I’m proud to be part of the journey.
Criteria was born out of a simple desire to make hiring better. Josh Millet, Criteria’s CEO and Co-Founder, noticed first-hand how tedious, challenging, and often unsuccessful the traditional hiring process was. There simply had to be a better way to identify job candidates who were most likely to succeed in a role. Resumes and interviews simply weren’t enough.
Out of this desire, Josh and Co-Founder David Sherman started Criteria in 2006. Criteria was one of the first SaaS companies to offer online pre-employment assessments on a subscription basis. With a user-friendly platform and a portfolio of predictive assessments, Criteria served as a disruptor in the assessment space by making rigorously validated assessments accessible to businesses of all sizes.
Our main goal for our customers is to help them make better talent decisions using fair, objective, and predictive data. Making better decisions about your workforce can have dramatic impact across the business – including lower turnover, higher revenue, greater diversity, higher performance and innovation, and much more.
We partnered with Hired to assist clients with pre-employment testing that allows them to predict high-performers and drive business results. We offer a 21 day free trial and 10% off all of our services to Hired clients in an effort to help you make better talent decisions through multidimensional assessments, backed by science and delivered through a robust user-friendly platform.
We’ve also collaborated, and will continue to collaborate, on resources to eliminate bias in hiring – as this is a major focus for both Criteria and Hired. For anyone that hasn’t had the chance these check it out, I highly recommend the “Tools and Tactics to Eliminate Bias in Hiring” webinar we co-hosted last October and then, more recently, our insights in Hired’s The Hiring Toolkit: How to Use Technology to Drive DEI in Each Stage of Recruiting.
It’s been a very busy 12 months and the pace isn’t letting up any time soon! We’ve launched several new products in the past year and have many more additions in the pipeline.
Probably the most exciting new development is the addition of Alcami video interviewing to our product suite. We acquired Alcami in February of this year and have just made it available to our North American customers and are currently working on integrating it into the Criteria platform. That will mean that Criteria customers can log into the platform and use our assessments to get valid, reliable, scientific information about their candidates and also invite them to complete on-demand video interviews. Candidates can complete them anytime, anywhere and on any device, and evaluators can zip through reviews in a fraction of the time it takes to complete phone screens or face-to-face interviews.
We also added two new cutting-edge, interactive assessments to our offering: Emotify – an engaging, immersive, ability-based measure of Emotional Intelligence, and Cognify – a game-based assessment of cognitive aptitude, which is critical for successful performance in almost every role and industry.
Earlier this year, we launched Talent Insights, which harnesses the power of our Big-Five based personality assessment, the Employee Personality Profile (EPP) and applies those insights to the post-hire space. It’s designed to help managers get a better understanding of their new hires and team members, and for individuals to better understand themselves and how to work more effectively with their colleagues. We’re continually releasing new features to help organisations build more collaborative and impactful teams.
We’ll be launching a new assessment later in 2021 that allows organizations to assess the degree of alignment between the factors each candidate considers most important in their ideal workplace with the environment the organisation provides. This will help organizations to identify people who are more likely to be committed, stay longer and “go the extra mile”.
I’d recommend everyone check out our On-Demand Webinar from Criteria Corp – The Future of Employee Selection. There’s no doubt the pandemic has been challenging for everyone in one way or another, especially for companies tasked with navigating employee selection as things begin to normalize.
This webinar features two Industrial & Organizational Psychology Ph.who share insights on the future of employee selection. Presented by the Los Angeles Society for Industrial and Organizational Psychology (LASIOP), Dr. Brad Schneider will conduct an exclusive one-on-one interview with Dr. Christina Norris-Watts, Head of Selection Assessment & Competencies at Johnson & Johnson.
Hired is the largest AI-driven marketplace matching ambitious tech and sales talent with the world’s most innovative companies. Backed by global HR leader, The Adecco Group, Hired combines intelligent job matching with unbiased career counseling to help people find a job they love and reach their full potential.
By providing accurate, real-time information, access to equal opportunity, efficiency, and transparency, the Hired platform serves as the backbone for hiring managers, recruiters, and C-level executives to surface the best talent and build amazing, diverse teams around the world.
Hired is committed to building equity in the hiring process through a more representative talent pool, using bias reduction features, customized assessments, and salary bias alerts to help remove unconscious bias when hiring.