For non-technical positions such as marketing and HR, Runway has specifically optimized the following assessment dimensions:
- Quantitative analysis of results:Evaluate results-oriented capabilities by parsing performance metrics (e.g., "Increase 30% user retention") from resumes, rather than focusing solely on years of experience.
- Documentation aptitude test:Automatically analyze sample solutions/reports submitted by candidates to assess their logical structure, data visualization and other professional competencies
- Scenario Simulator:Built-in questions on common business scenarios (e.g., "Designing a user growth program"), requiring candidates to add detailed strategy ideas as additional materials.
Configuration tips: It is recommended to create a specialized assessment template for non-technical positions, increase the weight of communication skills, cross-departmental coordination and other soft skills to 60%, and add industry-specific keywords (e.g., for e-commerce positions need to include the terms "GMV", "conversion rate", etc.). for e-commerce positions).
This answer comes from the articleRunway: The Recruiting Tool That Intelligently Screens and Ranks CandidatesThe
May not be reproduced without permission:AI productivity tools " How to improve the accuracy of assessment of candidates for non-technical positions?
