How does? How much? What is? and all your favorite questions
HireLabs' methodology has been built around the core concept named as Occupation DNA. Occupation DNA is an intricate map of relevant occupational traits. It identifies all the comprehensive traits that a particular occupation requires for the job to be performed taking into consideration all relevant variables.
In the context of human behavior, traits are an attribute of a human being - by way of which his behavior can be assessed. In Occupation DNA, traits provide a measurable context of specific behavioral descriptors. Any given occupation would have a comprehensive traits profile with relevant importance scoring for each trait with respect to that occupation.
Based on 20 years of research, HireLabs has identified approximately 275 different traits for each of the 4500 occupations it has studied.
HireLabs Occupation DNA provides a map of approximately 4500 occupations.
Occupational DNA provides international performance benchmarks for each of the occupations. Our Occupation DNA-based assessment identifies the strong areas and vulnerabilities of all applicants with respect to a specific occupation, giving them a clear direction for self-improvement.
Our products are built upon nearly two decades of research. HireLabs works in collaboration with data collected from the US Department of Labor and Stanford University to create the next generation in employment assessments.
We have a very elaborate validation process, which is documented here. You can also download the pdf. We have carried out our validation studies in the US (English), in Saudi (Arabic), and in Pakistan (English and Urdu). We are in the process of carrying out validation studies in Australia and Philippines. We usually use sample size of 150+ applicants in each study, who are tested for 2-5 assessments, each of which is made up of different tests (5-7 tests make up an assessment).
OccupationDNA is a science that we have developed through our understanding of the data provided on ONet. We realized that since each company has a different need (given its internal and external environments), each occupation needs to have its own specific DNA. For example, British Airways flight attendant serving first class passengers traveling from New York to Tokyo, will have a different OccupationDNA to a British Airways flight attendant serving coach passengers from London to Nigeria. When you create the OccupationDNA, and assess your candidate for it, then you are effectively hiring the right talent. We give the HR team the flexibility to design their own OccupationDNA, or they can take a recommended version. You can download our brochure on OccupationDNA and also watch the video here (link embedded in the document).
USDOL is not in the practice of accepting attributes from any independent (private or public) entity. Our system is built on the categorizations and classifications of ONet, this includes everything from clusters to constructs - so our system uses the same skeleton, or framework. As we started getting into depth with ONet, we realized that a lot of the data was not 'sanitized', occupations were clustered in correctly, a lot of the constructs were mapped haphazardly to the traits needed for an occupation. We discovered this while we were conducting our validation studies. So to rectify the problem we started creating solutions (or patches) to re-map some of the data, eventually the number of patches started getting out of hand, so we went to the core of the problem, and started remapping the data, and now we have an evolved structure of ONet. We sent communications to ONet informing them of the discrepancies, since then, we have noticed that ONet has started making regular amendments.
ONET Research
