借助机器甄别忠诚员工，靠谱吗？

借助机器甄别忠诚员工，靠谱吗？

各银行正求助于行为特征描述来遴选毕业生，希望拓宽招聘的高校范围，并减少随后跳槽至对冲基金的新员工人数。

测试中可能遇到的词汇和知识：

behavioural行为的；动作的[bɪ'heɪvjər(ə)l]

Ivy League schools常春藤盟校

exposure曝光；揭露[ɪk'spəʊʒə; ek-]

numerical数值的；数字的[njuː'merɪk(ə)l]

Banks shake up hiring process（491 words）

By Laura Noonan

Deutsche Bank is using behavioural profiling when hiring US graduates in a bid to widen the range of colleges it selects from and reduce the number of recruits who later quit to join hedge funds.

Its latest initiative is just one of a number of recruitment techniques investment banks are rolling out as they compete for talent in a world that deems the industry less attractive than it once was.

Barclays is about to launch a new selection process that it says will give candidates a“real insight”into what working at the group is like and allow the bank to tap a broader pool of students.

Citigroup has said it is testing behavioural profiling across its US investment bank. Goldman Sachs is also piloting its own version of profiling but has not yet decided whether to roll it out more widely.

Deutsche’s screening system requires candidates to complete a 20-minute behavioural test when applying for US corporate finance roles. Their results are then compared with a‘fingerprint’based on the test results of the best performing junior staff at Deutsche.

Koru — the Silicon Valley behavioural testing firm that the German bank is working with — can also compare the results of Deutsche’s top juniors against a database of about 30,000 students built up from tests run for other companies. Most of these students are from colleges from which banks do not typically recruit.

Noel Volpe,the Deutsche Bank managing director spearheading the project,said the value of the system was that it provided“the specifics of a candidate who matches certain traits that resonate here with our best and brightest people”.

He claimed the people identified by the Koru tests would be better long-term bets for the bank than the best candidates from Ivy League schools that banks traditionally“fight over”. These candidates often felt“no loyalty to any one firm”,Mr Volpe said,and often played rival banks off against each other.

By weeding these people out in the recruitment process,Deutsche hopes to avoid hiring graduates who soon leave to join hedge funds.“I don’t want the person who’s going to come here,interview at a hedge fund six months in,which is the dynamic in the US,”Mr Volpe said.

Credit Suisse has been using virtual recruiting for graduates since 2010 and,in some countries,hires up to a third of its graduate intake this way.“This effort means we aren’t limiting ourselves in terms of talent sources,but rather attracting a much broader group of students from different backgrounds and schools,”said Andrea Tolchinsky,head of global campus recruiting at Credit Suisse.

In the UK,Barclays is using“contextualised screening”so that candidates from less advantaged backgrounds will get more credit for their exam scores and achievements than better-off graduates.“We want a diverse workforce,”said Jane Clark,head of graduate resourcing and development.“It is good for business and our client base is diverse too.”