JPMorgan Chase pilot program uses video games in recruitment process

Cal Jeffrey

TS Evangelist
Staff member

Matt Mitro, JPM’s head of campus recruiting, told Reuters the profiles generated by interns playing the games are compared with those of the firm’s established and successful employees to determine the best job placement. This gives human resources as a data-based assessment rather than relying on resume blurbs and best guesses.

“Our re-imagining of how we hire is part of a broader objective at the firm where we are asking ourselves: ‘Can we better meet our diversity goals by broadening the pool of candidates we are considering?’,” said Mitro.

The Pymetrics video games themselves seem innocuous to the player. Engadget tried some of them last year and gave an example where you are tasked with quickly filling balloons with water without popping them. On the surface, the games look unassuming and straightforward, but behind the scenes, a neuroscience-based artificial intelligence makes assessments about candidates based on how they play.

The company claims the games are more accurate than some standardized testing like Myers-Briggs. Questionnaires tend to have a wider margin of error due to candidates second-guessing or tailoring answers to the way they feel the employer wants rather than being honest.

Games are a much more objective tool for assessment as players approach problems in the ways they see best work for them. Pymetrics compares it to the difference between asking someone how much they weigh versus weighing them on a scale.

JPMorgan will continue testing the pilot program on interns through 2020 before adopting it permanently or expanding it to outside applicants. It also stressed that the technology is just a tool in the HR department’s tool belt — one “step of the selection process.”

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mbrowne5061

TS Evangelist
The year is 2119, and now the only way to apply to a job is to play games on a company's recruitment page until they decide to finally hire you.
 
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Godel

TS Maniac
So your possible employment is being decided by a hidden algorithm that the client company doesn't understand and the providers won't disclose because it's "proprietary" information.
 
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brucek

TS Guru
Even if this tech works precisely as described, do they really think that the top factors common in their most successful employees are memory, attention and altruism?

Now that I think about it, maybe its true, if the tests are for low/negative amounts of them? (I.e., happy to remove resources from others who could use them better; inattentive to systemic risk in CDOs on junk mortgages; poor memory of huge problems caused relatively recently by behaviors being repeated today, etc.)
 
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psycros

TS Evangelist
"Matt Mitro, JPM’s head of campus recruiting, told Reuters the profiles generated by interns playing the games are compared with those of the firm’s established and successful employees to determine the best job placement."

“Our re-imagining of how we hire is part of a broader objective at the firm where we are asking ourselves: ‘Can we better meet our diversity goals by broadening the pool of candidates we are considering?’,” said Mitro."

Naturally these two goals are completely in opposition to each other. Classic corporate thinking.