Improving hiring potential: Introducing the Knowledge Credibility Score™

Introduction

In today's competitive marketplace, growing a company's bottom line can be difficult and is heavily dependent on the employees that drive it. Their knowledge, experience, internal drive, comprehension of the problems to be solved, and importantly, their work ethic are critical to their ability to make an impact. The companies infrastructure of employees are significant to its success. A young company with the right talent can overcome the obstacles presented by larger incumbent companies, and older companies must hire young talent to continue to drive dominance through future generations. Finding candidates that can exponentially accelerate growth is gold. Alternatively, hiring bad fills who simply fill an empty position is worse than a non- hire. Worse yet, hiring a bad fill can poison a group of performers, create a hostile environment, and, or, cost the company time and money fighting legal battles and lost reputation. A good quote to remember, it only takes 30 seconds to lose 10 years of hard-earned reputation. Hiring the right people cannot be understated. Fundamental to hiring is the hiring process. Resumes and interviews often fall short, leaving employers uncertain about a candidate's true abilities. In the best cases, employers have recommendations from a trusted source, but what about recent graduates and ND's with little or no experience in industry. Wouldn't it be valuable to have a method that offers better insight into a candidate's potential, similar to how the FICO score asses a loan applicants ability to repay a loan? This is where our latest patent pending innovation, the Knowledge Credibility Score™ (KnoC™ Score), comes in.

Based on feedback from hiring managers. It is clear that the KnoC Score has the promise to revolutionize the hiring process.

In the past few months we've taken the opportunity to discuss our new approach with hiring managers, including friends at various organizations. The feedback has been consistent. Not only did hiring managers want to access to this data, some managers wanted to know how they could earn a KnoC Score for themselves. Overwhelmingly, it became clear that this capability has the promise to revolutionize the hiring process.

The KnoC Score provides employers with a concrete understanding of a candidate's study habits and the value of their studied knowledge. This assessment goes beyond mere paper and showcases a candidate's work ethic and interaction with relevant knowledge. By leveraging our learning technology, we've developed a unique solution that opens the door to filling positions with better candidates.

There are few perfect candidates. The key is to recognize the candidates who will adopt and acquire the skills to solve the harder challenges.

Stating the obvious. Higher institutions of education are paramount to a nations ability to advance its people. Having a well-educated workforce is inarguably related to its positioning among its state competitors and to its survival. Equally obvious is that the composition of universities, 2 year institutions, departments, and professors are not alike. The right student who learns under the right professor in the right environment,

is significantly different from the right student who learns under the wrong professor and or wrong environment. Importantly, this isn't to say that a good student wouldn't be successful anywhere, but we should recognize that it takes a different seed of grass to grow in sand than in rich earth. There are missed opportunities when biasing based off of limited irrelevant objectives. A good employee will adapt and acquire the skills that are necessary for their achievement and the company's wins. The key is to provide a method to recognize exactly this.

The advantage of a third party, unbiased, education weighting system is that it does not answer to departments nor to universities. It is independent of politics and irrelevant biases. Its testing results and methods can be peer reviewed and argued to ensure it meets this goal. If incentivized correctly, it cannot be bribed influenced or leveraged in its decision-making process. It holds no emotional attachment to its existence. Thus it is not blinded by its arrogance, nor deaf to its criticisms. It can identify relevant information and even identify misalignments. If it is carefully created in such a way, and its system is transparent, then it inarguably serves the student, industries, a nation and global best interests with a common goal of creating intelligent contributors with educated open minds.

To be relevant to an employer. A candidate must provide value. A KnoC Score analysis is based on sound principles. Its process is transparent. It system is unbiased, and universally consistent.

To be relevant to industry and be unbiased, a third party analysis must be provable, open to judgement and argument. It should be clear that its principles are sound. It must provide fair methods of enforcement, and methods to motivate its use that treat its participants equally. Such systems have already been in existence for thousands of years. They are ecosystems. A very sound and proven ecosystem that is the bases for modern successful societies was written about by a man named Adam Smith in Wealth of Nations, and the adult supervision provided by John Maynard Kaynes. Excellent content that is accurate and kept up to date is created by users who need it and who would benefit from the recognition of its creation and the revenue that it may derive. Consumers will purchase content to learn from it if it benefits their purpose. Votes for the significance and importance of information are given through a scarce resource. Commonly known information will derive less value but to more consumers, and harder subjects will derive greater value, but to fewer consumers. If consumers are motivated by a benefit of recognition and monetary gain, the consumers may update the information to maintain its accuracy or provide clarity. Downstream consumers will choose the best value, and then repeat the pattern. A rating and refund system serves as a check for future would be consumers. A low ratio of negative ratings would have little impact, but higher ratio of negative ratings and refund requests would devalue the materials, and it would be missing from its upstream analysis.

Further, when a KnoC Score is sent to an employer by a candidate, an industry feedback and matching system allows employers to see that information studied was considered important by their peers. It provides the student/consumer and creators an easy to understand means to judge if a course will help them to become more important in the hiring process.

Importantly, value of information doesn't prove learning nor give any indication of how an individual will perform in the work environment. For this, we borrow from Malcolm Gladwell's observations in his book "Outliers", where he emphasizes the significance of time spent in concentrated skill development. We integrate this principle through the concept of interaction time, which measures the hours users spend creating and studying learning materials. Additionally, we recognize the value of create time, acknowledging the effort required to generate and edit data that others will find valuable.

Simply tracking interaction time and the value assigned to information doesn't measure learning. Merely staring at a screen or leaving the software running wouldn't demonstrate true engagement. To address this, we introduce an optional scoring system that emphasizes meaningful interaction and free recall when possible. By considering the type of memory and type of engagement, we ensure that the assessment goes beyond simple right or wrong answers. Scores accumulate, allowing the combination of hours and scores to provide a more comprehensive evaluation.

We understand that different domains require distinct evaluation approaches. Software engineering, for example, relies heavily on practice, while history leans more toward memorization. Recognizing these differences, the KnoC Score allows for domain-dependent differences, providing flexibility to the employer based on their unique requirement.

With the KnoC Score. Employers have a transparent, standard that eliminates biases, and inconsistencies between institutions. It is based on well known fundamental principles that are easily understood. When individuals can show their effort towards learning information of value, they can prove without a doubt that there is interaction and learning. More importantly, the KnoC Score shows consistent patterns of work ethic. Employers now have a better way to agnostically understand an applicant's capability and fill their employment gaps with determined contributors.