You describe the potential of using candidate-screening technology that takes the form of an online game, like Wasabi Waiter from a company called Knack, where a person is a server in a busy sushi restaurant. How can that be effective at assessing job candidates?
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It’s thinking more creatively about what we’re screening for, using insights from psychology and other research on what makes a good team player. You don’t want only what we call exploitation algorithms, which look at who became successful employees in the past, like somebody who finished an Ivy League college and was captain
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