Modern HR software

Recognize the talents of applicants and employees with modern HR software

Appealing forms the basis Online assessments. About psychological testing methods diagnostic performance values are collected. This allows you to scientifically explore your own vocation using modern HR software.

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How does that work?

First, users answer various questions about practical work experience as well as professional goals and ideas within a mobile app. Based on this information, Aivy's test pool is used to create a personalized test combination for Potential analysis put together. The individual test methods consist of small tasks (“challenges”) to measure interests, abilities, personality and values. By using intelligent algorithms, tests are selected that are individually tailored to users — as a result, the Self-exploration Not only is it much more fun, but it also provides more accurate and time-efficient statements about which perspectives match your own abilities.

As a result, users receive suitable job offers that match their individual career DNA and can contact their individual career DNA directly with just a few clicks Strength profile apply to the company.

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Software for human resources

Definition of human resources:

‍Human resources (HR) are the resources of a company in terms of the knowledge, skills and motivation of employees. The tasks of human resource management (including personnel management) include procurement (recruiting), retention (personnel development) and the targeted use of workers (personnel management). Modern HR solutions cover all areas of HR management holistically and offer individual solutions for various target groups, including...

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1. Career orientation via HR software

Target group:

Pupils, students and career starters who want to learn more about themselves, their abilities and potential.
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Problem:

Every second graduate states that they are unable to find their way around the wealth of information about career choices. The uncertainty about their own professional future not only burdens young people, but also leads to high dropout rates in training and studies.
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How Aivy helps:

By using intelligent algorithms, Aivy shortens the orientation process and presents career opportunities in a structured way. A series of individual test procedures helps you to better understand your own strengths and abilities and to discover hidden potential. The psychometric mini-games allow you to explore your own strengths and development potential in a playful and appealing way. As part of this, companies have the opportunity to attract, inspire and attract suitable young talent.

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2. Career reorientation via HR software 

Target group:

Workers who are unhappy in their job and are looking for alternatives.
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Problem:

Every third professional claims to be unhappy at their current job and longs for a new career. When we consider that we spend the majority of our lives working, this is an extremely unsettling figure. And dissatisfied employees are also a problem for companies — because job dissatisfaction is usually associated with a high number of sick days, reduced motivation and reduced work performance. But what do you do when you long for a new career?
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How Aivy helps:

Even with several years of professional experience, it is still difficult for us to assess where our actual strengths lie and where we can contribute them. Aivy helps with exactly this difficult task. For example, Aivy's modern, digital HR solution uses diagnostic information to derive promising career prospects in the company. By using more intelligent algorithms In addition to forecasts of job satisfaction, forecasts of future work success can be determined and constantly optimized. This makes it possible to switch to a job that is in line with your own career DNA, even after years.

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3. Aptitude diagnostic tool in recruiting and personnel selection

Target group:

HR managers who want to fill a position optimally.
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Problem:

Companies are still struggling with the challenge of finding qualified specialists. In order to be able to fill vacancies adequately, they are therefore in competition for the best young talent, so-called high potentials. High potentials are applicants who have a high potential to be successful in their current and future job. But it is often not so easy to recognize these among applicants in a dynamic and fast-paced working world. Because with job and competence profiles changing more rapidly, it is becoming increasingly difficult from previous performance (e.g. information in CVs, testimonials) to infer future performance.
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How Aivy helps:‍

Modern digital HR solutions break away from the narrow concept of professional aptitude, which primarily takes previous achievements and experience into account. Instead, they are moving towards the concept of a scientific potential analysis, which, in addition to job-specific competencies, increasingly includes interdisciplinary aptitude dimensions, such as adaptability, and takes into account the applicant's development potential. This already gives HR managers in the preselection scientifically based information about applicants' abilities to successfully survive in the working world of the future.

In order to ensure that the strengths and potential of applicants are predicted as precisely as possible, Aivy combines scientifically based psychological Aptitude diagnostics using modern, data-driven methods from the field of data science (e.g. self-learning algorithms).

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Less uncertainty with Aivy!

Modern diagnostics and intelligent algorithms provide better knowledge of one's own strengths and potential and reduce uncertainties for companies by placing pre-qualified applicants whose strengths and potential match the individual requirements of the company. At the same time, Bias avoided. Biases are conscious or unconscious cognitive distortions and other faulty tendencies in perception, memory and assessment. One example of this is the tendency to perceive applicants who are similar to ourselves (e.g. in terms of age, gender and background) more positively and therefore to prefer them in hiring decisions.

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Our conclusion:

From an intelligent comparison between career DNA and job requirements employers and employees benefit equally.