Talent Decision Cloud
CHANGING THE TALENT ACQUISITION GAME
Igor Kubíček Co-founder & CEO
Lukáš MacenauerCo-founder & Customer Engagement
Dušan Švancara CTO
Igor KubicekCo-founder & CEO & Product
Studied modern languages, has an MBA, is an entrepreneur with 8 years experience in digital HR and L&D products and services design.
Milos LukackaPartner & CFO
IT and finance background, experiencedin venture capital and other business segments.
Lukas Macenauer, MSc.Co-founder & Customer Engagement
Holds a Digital Education degree from the University of Edinburgh, is an entrepreneur and a regular speaker at conferences and lectures.
Peter KmoskoPartner & Chief Strategist
Former senior Microsoft executive (Consumer Channels Marketing Lead) since 2014 active as a Customer-centric Growth Consultant with corporations (O2) and startups (Exponea).
Michal ZachCMO
Degree in marketing, media and PR. After several years in Ogilvy and as project manager he joined Behavera.
Dusan SvancaraCo-founder & CTO
Degree in computer science. Before joining Behavera worked as senior backend engineer for 9Cookies (DeliveryHero Group) in Germany.
Ksenia HapitsonovaCustomer Success
Has a degree in psychology and worked as recruitment specialist for several IT companies.
Ondrej HolubGraphics designer
Apart from his degree in Economics, Ondrej is an artist specializing in illustrations and data visualization.
Jan KubaChief Science Officer
Degree in psychology, psychometrics and running a successful I/O psychology consultancy, Author of scientific publications in the field of I/O psychology and technologies.
Team
SIMULATION BASED TALENT ASSESSMENT GAMES
Online work simulation game Profiles, reports & stats and more in Talent Decision Dashboard
Algorithmic behavioral analysis & interpretation in Talent Decision Cloud
Talent agent chatbot
HOW IT WORKS
Candidate / employee
Receives badges and report
Plays the online simulation game
Gets the big picture data
RecruiterTalent
or L&DSpecialist
Actionable results for recruitment and development
CEOHR LeadHR Partner
Behavioral competencies
Information processing
Problem solving
Customer orientation
Effective communication
Self-reflection
Integrity
Behavioral patterns
Workpace
Social desirability
Independence
THE OFFICE DAYBehavioral assessment game for juniors to specialists
Behavioral competencies
Power & Authority
Leadership
Team spirit
Effectiveness & Planning
Personal Involvement
Focus on relationship
Fairness
Behavioral factors
Authoritative behaviour, delegation, performance orientation, openness, work effectiveness, prioritization, process orientation, overtaking responsibility, customer orientation, effective communication, team motivation, friendliness, moral maturity, diplomatic language ...
THE GAME CHANGER Behavioral assessment game for (future) managers and leaders
TALENT AGENT CHATBOTS Automate and streamline HR processes the modern way
Sourcing chatbot Engages and improves job ads conversion.
Screening chatbot Define criteria and identify best fitting candidates early in the process.
Customisation and data
Built-in chatbot designer easy to use even for beginners
Customisable visuals and contentEngage talents your way
Linked to your dashboard Never lost track of your candidates even before they decide to apply
Performance visualisation and reportsLearn about the bottlenecks of your process
Dedicated url or embeddable into your websites
CULTURE-FIT CHATBOTLearn how candidates fit your company culture
Quick insightsCapture in minutes what usually takes months
Management & employees Different people might see it differently. Learn about the differences and calibrate your culture fit on your existing teams and management. Anonymously and with no wrong answers.
Easy to use frameworkOne link, one click, 4 minutes to complete, results in 7 dimensions:
● Stability vs. Dynamics
● Performance vs. Relationship
● Individuality vs. Team
● Independence vs. Hierarchy
● Openness vs. Rigidity
● Chaos vs. Order
● Authority vs. Expertise
TALENT DECISION CLOUD DASHBOARDCloud environment for recruiters, talent managers and HR executives.
Automatically collects, evaluates and interprets players’ behaviour data as competencies, work-related characteristics, strengths and weaknesses.
Provides objective, clear and easy to use inputs to support decision making.
Create projectsInvite participantsGet notified about activitySort, filter, prioritizeVisualise teams in charts or matrixCompare individual profilesGet recommendations for next stepsTrack progressSet benchmarksGet data for your talent strategy
Customizable competencies models,data patterns and reporting.
SCIENTIFIC BACKGROUNDThe science behind our simulation games reflects the latest conclusions and results of current research in the field of work psychology, personality psychology, statistics and psychometrics
Methodology
The simulation games design is based on assessment and development centers best practices.
It draws its conclusions from the fields of personality, behavioral and cognitive psychology, gestalt, social psychology, research in the field of work psychology, prediction of work performance, self-evaluation issues and even social desirability issues.
2+ years of testing with 7500+ people
University students & graduates, junior workers and senior workers. Tested as s a part of recruitment process or as assessment for professional development. Ages 18-40 were the most represented in testing in The Czech Republic, Slovakia, The Netherlands & The UK.
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Inductive method
Inductively created factors (competencies) with their own
operationalization. Created on the basis of field research,
qualitative research and interviews with HR managers to cover as much of
personality traits as possible in as few factors as possible.
METHOD
Classical test theory
A psychometric theory that predicts outcomes and helps to
understand and improve the reliability of psychological tests
Behavioral data
We focus on demonstrated work-related behavior in the
simulation as the best predictor for actual future behavior in reality. In comparison to tests, where data validity and reliability is 20 -30%,
behavioral data validity is 60-80%
Factor analysis
A statistical method used to describe variability among
observed, correlated variables in terms of a potentially lower
number of unobserved variables called factors. It is a theory used as well in machine learning and
related to data mining.
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Objective
It is not a self-evaluation. Unlike traditional tests, we let the participants
demonstrate their real work performance.
RELIABILITY
200+ measurements
Every factor is measured at least 5 times during the simulation game to guarantee reliability and internal consistency of the
diagnostics
Freedom of choices
Participants can take different choices to reach the results. We measure not only the occurrence of choices but also their
consistency.
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Predictive predicting future behavior and
potential based on current/past behavior
VALIDITY
External
people with higher scores are performing better in reality
Convergent
comparative measurements against other methods (AC, work
observation, 360)
Face validity
flow mechanics, “getting into the role”, mental setting avoidance
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Ipsative
Allows for comparison of an individual over time
COMPARABILITY
Within group
Compare two or more individuals within a group
Within population
Compare individual results against population
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CASE STUDIES
Read the case study Read the case study
CANDIDATE EXPERIENCE
68
NET PROMOTER
SCORE
JOB AD PERFORMANCE
Source: Behavera ResearchOur customer’s data
Interviews’ problem
Source: GLOBAL RECRUITING TRENDS 2018Official LinkedIn Report
Where data help
Source: GLOBAL RECRUITING TRENDS 2018Official LinkedIn Report
THE FUTURE OF TALENT ACQUISITION ANALYTICS
Source: DELOITTE: Talent acquisition analytics - Driving smarter sourcing and hiring decisions with datahttps://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-talent-acquisition-analytics.pdf
MARKET TRENDS
Source: STATE OF TALENT ACQUISITION TECHNOLOGYhttps://talenttechlabs.com/wp-content/uploads/2017/07/Talent-Tech-Labs.-State-of-Talent-Acquisition-Tech-Survey-Report-Approved-Final.-7.19.17.pdf
Old vs. New
Source: GLOBAL RECRUITING TRENDS 2018Official LinkedIn Report
Talent Decision Cloud by Behavera
Changing the talent acquisition game
Creates account for
free
Search for match or let
system find & recommend
Build job ads or talent programs based on data
Post talent events & company
updates
Gets data for decision making
Talent
Plays simulations
games
Gets reports on skills and
career advice
Interacts with talent agent
chatbot
Streamlined sourcing and
job ads conversion
Automated candidate
pre-screening
Assessment for hiring &
development in sim. game
CurrentEmployees
Job ads visitors
Existing job candidates
Organisation
Discover and follow brands
and their content
Attend events and talent
programmes
Search for matching
talents or get recommendati
ons
Create content (simulations, challenges)
Content from relevant 3rd
parties
How it works now Expand and connect
Candidates’ side
Fun and engaging job simulation game identifies
your soft skills.
Talent agent chatbot captures your job
preferences.
Instant feedback.One tap job application.
Digital badge to show off.
Companies’ side
Define your specific requirements through
behavioural competencies.
Streamline candidates from our matching
platform.
Employ our behavioural assessment and drive you decisions by data.
Product
Talent marketplacewhere we match
candidates and companies on the level of soft skills
Simulation game that engages with talents,
offers them self-assessment and entails them into our
platform
Talent decision clouda next generation tool to streamline, assess and
analyze candidates
Where we stand
completedcompleted in development
Talent Decision Cloud by Behavera
Changing the talent acquisition game
Lukáš MacenauerCo-founder
Behavera.com
+420 725 807 370
LET’S GET IN TOUCH