It’s no secret that CBAP, a group that’s been instrumental in helping researchers find ways to understand human cognition, is a valuable resource for many job seekers.
And for the better part of the past year, it’s been a bit of a hit for employers looking to find talent.
“As far as hiring, CBAP’s hiring data has been the best available,” says Jason Bowers, the chief executive officer of CareerBuilder, a recruiter that partners with employers to help them find the right talent.
The study says CBAP has been “extremely useful” for employers, though.
“Employers who hire with CBAP are more likely to hire the best candidates,” the study said.
That’s particularly true in the last few years, as the technology industry has exploded, making hiring more competitive.
In addition to the CBAP study, CareerBuilder has found that a number of other companies are using CBAP as a way to increase their ability to hire and promote candidates.
For example, IBM, which has been testing a new tool that can help employers hire candidates based on their coding and language skills, is using the CBAS data to help it target talent.
While the study does not say that CBAS is directly used by IBM, the company’s research director said in an interview with Polygon that it uses the data to find and hire the right people based on how well the candidates code.
For IBM, hiring and promoting candidates who code is “a great way to stay ahead of the competition,” says John Waugh, the research director.
“We think there’s a lot of merit to that.”
For employers looking for talent, hiring with CBAS could be a great way for them to find those best-in-class talent.
And it’s also a way for employers to make sure that hiring staff and managers have the right skills to work in the future.
“This study is just the beginning,” says Bowers.
“For us, it shows that hiring is a really important part of a company’s future and that there are companies out there that are making hiring an important part.”
How much can employers use CBAP data?
A lot, according to the study.
It found that employers can use CBAS to identify the best candidate for a job or position for up to two years, and then compare the results to what they see in the real world.
And the study says employers can also use the data in their hiring decisions to help narrow the search for candidates, based on past experience and the company culture.
That means hiring can be done in ways that will help employees, the study notes.
For instance, an employer could use the results of CBAS research to hire a candidate based on his or her coding skills, and also their personality and willingness to work with others.
And while the study didn’t say exactly how much employers can pay for these data, the researchers estimate that companies can charge as much as $25 per person.
CBAP also provides information on the skills that employees are using in their job.
In some cases, CBAS can help determine what kinds of work someone is best suited for, says Waugh.
For a job with a particularly difficult job, for example, it could be helpful to know how many employees are able to code and the kind of code they’re using, he says.
“If they’re able to do the code, then they’re a very good candidate.”
What do you think?
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