The resume is dead. This is what innovative companies use when recruiting

Innovative companies when hiring a new workforce they no longer consider the resume and prefer they rely on AI technology based on neuroscience. This is how they find out whether the candidate is suitable for the position and how likely it is that he will succeed.

In the case of Tesla, Accenture and LinkedIn they do this in cooperation with the company Pymetrics, who managed to turn the once four-hour academic process of evaluating an individual's cognitive and emotional abilities into A 30-minute 'scripted role-play.' Candidates solve this way first Puzzle games (puzzles, quizzes…), and AI breaks them down to get metrics for things like problem solving skills, ability to multitask and level of altruism.

The reason this is so brilliant is that the results are given in the following format: how likely the candidate is to succeed in this role when placed alongside the best employee in that company. In other words: the candidate's metrics are easily compared to the metrics of the best employees. And you probably are everyone wants as many successful people in the company as possible.

Of course, not everyone uses Pymetrics. Founders of technology startups such as Pat Murray (noson.io), they give in recruitment preference for enthusiasm and determination. A young innovator in an otherwise somewhat dull industry (his company deals with parking), knows that he needs to be by his side people who are ready to change things right now, regardless of where they come from. "It doesn't matter what someone did before. When we hire, we look for an irreplaceable blend of drive and talent. But if we had to pick just one, we'd pick elan every time. Someone who is hungry is someone who will do whatever it takes to outdo themselves...and that's priceless,” adds Murray.

Still other directors like him Justin Yoshimura (CSC Generation), have their own algorithms to choose the best addition to their business. This again has nothing to do with experience. Besides creative tests and tests, which test critical thinking, is presented to the candidates a series of questions, which is then fed into the artificial intelligence system. These questions include, but are not limited to:

• What do your parents do?
• What do you believe about the world that other people don't?
• Who paid for your education?
• What was your biggest failure in life?
• Why do you want to join a company where the working hours are longer and the pay is lower than in big companies?

CEOs like Musk, Murray and Yoshimura know the truth: the resume is dead. If you really want top talent, you need to update your recruitment system. Or in the immortal words of Steve Jobs: “Stay hungry. Stay naive.”