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Member, Beacon International Group, Ltd.
As part of a radical hiring experiment at London-based Unilever, the company used computer algorithms rather than human resource executives to identify job candidates for early-career positions on the management track. The candidates who met the cut were then asked to play a set of 12 short online games designed to assess skills like concentration under pressure and short-term memory. Those who scored in the top third were invited to submit video interviews, answering questions about how they would respond to business challenges. Finalists were interviewed in person. The result: A more diverse pool of finalists who hailed from colleges across the United States and Canada.