{"id":2255,"date":"2024-12-02T18:46:11","date_gmt":"2024-12-02T18:46:11","guid":{"rendered":"https:\/\/techscreen.com\/?p=2255"},"modified":"2025-01-16T15:59:49","modified_gmt":"2025-01-16T15:59:49","slug":"solution-architects-will-empower-your-team-with-dynamic-engagement","status":"publish","type":"post","link":"https:\/\/techscreen.com\/solution-architects-will-empower-your-team-with-dynamic-engagement\/","title":{"rendered":"Solution Architects will empower your team with Dynamic Engagement"},"content":{"rendered":"

This is the third in a 3-part blog series encapsulating the fractured nature of IT Recruiting, in general, and IT Staffing, in particular. Part III unveils Dynamic Engagement, which will change IT Staffing the way Six Sigma revolutionized the manufacturing industry. \u00a0<\/em><\/p>\n

By Mark Knowlton<\/p>\n

\u2018Zero Trust\u2019 is a term used in cybersecurity that describes a mindset that no entity should be trusted before being validated through a rigid process to receive access to a secure space.<\/p>\n

This is the key to understanding how IT hiring managers react to resumes.<\/p>\n

They read resumes, which launches a kaleidoscope of assumptions that may or may not be correct. The accuracy is irrelevant because they pour concrete over conclusions in the blink of an eye. You can\u2019t control their swirling thoughts, so you must preemptively provide information that can alter their perceptions<\/em><\/strong> before they make a decision on a candidate.<\/p>\n

We call it Dynamic Engagement.<\/p>\n

Dynamic Engagement introduces powerful collaboration<\/strong><\/p>\n

Dynamic Engagement was designed to inject a combination of job requirement definition, candidate technical qualification, Recruiter training and Account Executive enablement in a highly collaborative process. TechScreen serves as a visible public partner to our clients, helping them answer the question \u2018What makes you guys different?<\/em>\u2019, with \u201cWe are partnering with AI pioneer TechScreen, who will screen our candidates with their AI Verify interview platform.\u201d<\/em><\/p>\n

Imagine you are contemplating hiring a salesperson to kick off the new year. Look at the chart at the top of this post and ask yourself: Which option gives your shop a greater chance of success. Option A is hiring one salesperson. Option B is to adopt Dynamic Engagement, where we become an extension of your team. Hiring a salesperson has a well-documented track record in regard to the probability of success. Dynamic Engagement offers you a different path.<\/p>\n

Your Recruiters book interviews on an online calendar and we turn it around within 90 minutes. Our Solution Architect screens your candidate using AI Verify and generates a Verinalysis report so it can be included with the submittal. The Solution Architect runs a weekly training session: The first half breaks down interviews for recruiters, explaining why we scored interviews the way we did. The second half trains sales people how to present this collaborative hybrid team model so managers have far greater confidence in partnering with your firm.<\/p>\n

Zero Trust provides specific parameters that define how trust can be achieved inside a network. Dynamic Engagement provides process, players, training and documentation that reinforce a manager\u2019s cascading trust of submittals when they see that our assessments align with their own. Managers like data and processes meant to create efficiency or improve quality, so this message will resonate with them.<\/p>\n

Following Six Sigma’s industry-changing path<\/strong><\/p>\n

Six Sigma brought historic change to the manufacturing industry because the process was built around the concept of reducing defects to improve quality. Motorola is known as the birthplace of Six Sigma and they documented $17B in cost reduction over a decade. GE recorded $12B in savings over a 5-year period. \u00a0Six Sigma uses a 5-phase cyclical process made up of Define, Measure, Analyze, Improve and Control.<\/p>\n

Our framework is patterned after Six Sigma and has the following five phases:<\/p>\n

Engage:<\/strong> The Sales person tells the manager that they are partnering with AI pioneer TechScreen to conduct interviews like a Dev Manager. They explain the Dynamic Engagement Framework to show how different their firm is from the competition.<\/p>\n

Define:<\/strong> The WORK methodology is a job intake template that has 6 precise questions, which includes a key deliverable of the project and a question to validate the candidate has that knowledge. This makes our client come across more like an Accenture rather than a purely reactive staffing firm chasing buzzwords.<\/p>\n

Screen:<\/strong> Our Solution Architects use our AI Verify to create and conduct detailed technical interviews to give managers a higher degree of confidence in the submittal.\u00a0 Your salespeople should tell clients and prospects that we are screening candidates with a level of scrutiny they would expect from a Development Manager.<\/p>\n

Train:<\/strong> Our Solution Architects run weekly training sessions with recruiters and salespeople. They break down the Verinalysis reports with Recruiters like an NFL team going over game film. They coach salespeople on presenting Dynamic Engagement with branded content we create for them. Even the greenest rookie AE inherits credibility and confidence to secure meetings.<\/p>\n

Present:<\/strong> You send the Verinalysis report to the client, showing AI Verify\u2019s unprecedented level of granular analysis of a live candidate interview. Show the manager how the candidate describes how they will build the key deliverables of the project.<\/p>\n

The Manager’s ‘Confidence Gap’<\/strong><\/p>\n

Managers have what I have dubbed The Confidence Gap, a reflex which has them solely decide who is worthy of a phone screen. The Confidence Gap is mirrored by mindset found in the military regarding parachutes: \u201cIf you don\u2019t pack your own parachute, you better trust the person who does.\u201d<\/em><\/p>\n

The hiring manager \u2013 in the absence of any other data \u2013 can only base their impression on the resume, which is where the true gremlin of this process is revealed. Resumes don\u2019t illustrate evidence of insight or competence, but managers often form inaccurate conclusions based on words. Even TechScreen is not immune to this Pavlovian proclivity.<\/strong><\/em><\/p>\n

We hire Solution Architects to conduct interviews and train client recruiters on understanding why we graded an interview the way we did. I recently spoke to a Solution Architect candidate and shared the resume with one of our Engineering managers because I thought this individual could also help us as a developer. I based this on a detailed conversation I had with him, which included work he had done in Python outside of work and was not listed on the resume. This is an actual screen grab from our manager\u2019s email reply:<\/p>\n

\"\"<\/p>\n

This email filled me with agony and elation at the same time. On one hand, someone from my own team is parroting a sentiment that makes me tremble with frustration when seeing how managers so predictably act when reviewing a resume. They read a passage, make a blanket assumption about their worthiness and reject them in the silence of their thoughts. In this case, I knew<\/em><\/strong> the sentiment was 180-degrees wrong.<\/p>\n

This candidate was a referral from a good friend who was a software industry luminary, having built a product with global name recognition (with TV commercials) and has written multiple books on object orientation. This candidate worked with my friend in two different companies, so I knew the referral was better than bullet-proof. I spoke to the candidate and discussed Python specifically, so this highly capable candidate was only rescued because I had information that went beyond the resume.<\/p>\n

I was elated, because it validates the premise that I explained in the second part of this series in that a manager reading a resume is a single point of failure in the IT hiring process. This was a concrete example of this exact scenario. A company following Dynamic Engagement would not have allowed the manager to form that opinion.<\/p>\n

Process will preemptively stop these instances<\/strong><\/p>\n

If a staffing firm was following Dynamic Engagement, the job intake call would have identified a question on implementing a key early deliverable using Python. Once the manager read the Verinalysis, a lack of Python-specific work heritage on the resume would have been irrelevant. I have done things like this so many times during my consulting years that they are impossible to count.<\/p>\n

Just for the sake of evidence, I will share some brief examples of hires:<\/p>\n