Doodles, AI, and the Future of Hiring: Reinventing Recruitment in the Digital Age

The Power of Simple Sketches & Drawings: One Company's Innovative Approach to Reshaping Candidate Assessment & Beating AI

Explore the evolving landscape of hiring in the age of AI.

Andrew Chai, founder of Attitux, brought a revolutionary perspective to the table with his unique approach to candidate assessment using doodle drawings.

With over 20 years of experience in developing this method, Andrew shared insights on how this innovative technique could potentially transform the recruitment process for both employers and job seekers.

Imagine sifting through 700 resumes, each one polished to perfection. Now, multiply that by a thousand! That's the reality for many recruiters today.

Recruitment in the AI Age

We're living in a weird time, right? With AI-generated resumes and deepfakes popping up in interviews, it's getting tougher for employers to really get a sense of who you are.

So how can you, as a true talent, stand out from the crowd and show them what you're made of? That's what we're going to explore today. Andrew Chai, founder of Attitux, believes the answer lies in an unexpected place: doodles.

The Hiring Conundrum

With the advent of AI tools, candidates can now generate countless variations of their resumes, making it increasingly difficult for employers to discern genuine talent.

"We've seen deepfakes and AI becoming a problem in the workplace," Andrew explains. "AI resumes, AI interviews, even tools in the initial phase - a lot of the resumes and CVs and submissions are all being filtered out by AI, no longer just a human."

How can Interviewers Determine if a Candidate is Truly Honest

Andrew's solution? A 3-5 minute drawing assessment that claims to evaluate a candidate's values, cultural fit, attitude, and potential job compatibility. But how can simple doodles reveal so much?

"When we flash a symbol, you inevitably, subconsciously, have been using the same style of thinking in addressing that particular situation," Andrew elaborates. "Whatever you draw tells us how you go about thinking."

The Trouble with CVs - Easily Embellished

Let's face it, CVs are like a carefully curated highlight reel of our careers. We all want to present our best selves, right? So, it's no surprise that some of us might be tempted to sprinkle in a little extra "sparkle" to our accomplishments

CVs are often the only window employers have into a candidate's professional history. With nobody to verify the information in real-time, it's tempting for job seekers to inflate their accomplishments, skills, and responsibilities to make themselves seem more appealing.

This is especially true in competitive job markets where the pressure to stand out is high. Furthermore, CVs are often written in a way that's more about showcasing achievements than providing a clear and accurate picture of a candidate's work experience, critical or creative thinking, and other vital soft skills like teamwork, leadership, EQ, etc.

The Power of Doodles - The Solution to All the Troubles Above

This innovative approach taps into a long-standing psychological practice. For centuries, psychologists have used children's drawings to uncover underlying issues and traumas. Andrew and his team have taken this concept and reverse-engineered it for the corporate world.

"We built this over the last 20 years," Andrew explains. "Our current platform arrives at about 85 percent accuracy, which means 8 out of 10 questions we ask will hit the nail."

The process is deceptively simple. Candidates are shown a series of symbols and asked to draw in response. These drawings are then analyzed using AI algorithms that have been trained on millions of previous assessments.

The result? A comprehensive profile that goes far beyond what a traditional resume or interview could reveal. But it's not just about uncovering hidden traits. By focusing on spontaneous, subconscious responses, the doodle assessment is much harder to game or fake.

"We make sure they draw the doodle drawings on the spot," Andrew says. "So we know who is the person that we are ultimately interviewing."

Key Takeaway: Traditional hiring methods are becoming less effective in the age of AI. Innovative approaches, like drawing assessments, may offer a more authentic glimpse into a candidate's true potential.

Rethinking the Interview Process

Andrew advocates for a complete overhaul of the hiring process:

1. Assess attitude and values first, before experience
2. Have candidates complete drawing assessments before reviewing resumes
3. Prioritize line manager interviews before C-suite executives
4. Identify 2 non-negotiable cultural fit criteria for the company

"The human factors should only come in at the very end," Andrew advises. "We should allow the thing to be as objective as possible to get to a stage where at the end, it is, do I like the person?"

Advice for Job Seekers

In this evolving landscape, job seekers must adapt too. Andrew offers several strategies:

1. Develop self-awareness of unique skills and passions
2. Research target companies thoroughly
3. Customise applications and cover letters for each company
4. Utilise LinkedIn to showcase expertise
5. During interviews, ask more questions rather than just talking about yourself
6. Frame your resume in terms of achievements and future potential

"If you were expecting a salary adjustment of say, 20 percent or 10, I think it's reasonable," Andrew advises on salary negotiations. "But if you're looking for a step jump because the responsibility is much higher, the scope is bigger, you travel a lot more... get a sanity check from people who are already in the industry."

Key Takeaway: Success in the modern job market requires a blend of self-awareness, thorough research, and strategic presentation of one's skills and potential.

The Future of Hiring

As AI continues to reshape the hiring landscape, both employers and job seekers must evolve. Innovative approaches like Andrew's drawing assessments may become more common, offering a more holistic view of candidates beyond their polished resumes and rehearsed interview responses.

"Every strength is a weakness, and every weakness is also a strength," Andrew reminds us. In the end, the goal is to find the right fit - not just in terms of skills, but in values, attitude, and potential for growth.

Action Steps for Employers:

1. Explore innovative assessment methods beyond traditional resumes and interviews
2. Focus on evaluating candidates' values and cultural fit early in the process
3. Involve line managers earlier in the hiring process
4. Clearly define your company's non-negotiable cultural criteria

Action Steps for Job Seekers:

1. Invest time in self-reflection to identify your unique blend of skills and experiences
2. Tailor your application materials for each company you apply to
3. Prepare thoughtful questions for your interviewers
4. Frame your experience in terms of achievements and future potential

As the conversation concluded, one thing was clear: it became evident that the future of hiring lies in finding more authentic ways to assess candidates beyond traditional resumes and interviews.

Whether it's through doodle assessments or other innovative approaches, the key takeaway is clear: adaptability, self-awareness, and a focus on cultural fit are crucial in today's ever-changing job market.

You can check their full interview on Wise and Shine, Episode 90 on Spotify, YouTube, Apple podcast for insights into one of Singapore’s most talked-about retirement schemes.