Behavior-First Talent Discovery Beta

Hiring often begins with what can be seen on paper: job titles, years of experience, education, employment history, and other traditional qualifications.

The Behavior-First Talent Discovery Beta is testing a different starting point.

DEMA Health Ltd Co is developing a behavior-first workforce ecosystem that brings together how people naturally approach work with their skills, experience, qualifications, interests, and workplace preferences. The goal is to help Employers look beyond the traditional resume while giving Talent another way to demonstrate what they may bring to a role.

This is an active Beta service. Talent may be discovered by participating Employers for real employment opportunities, and Employers may use the platform to identify, review, contact, interview, and potentially hire Talent.

As part of the Beta, DEMA Health will also evaluate de-identified platform activity and workforce outcomes to better understand how behavior-first discovery may influence candidate consideration, hiring, placement, retention, and other workforce outcomes.

About the Beta

The Behavior-First Talent Discovery Beta is operated by DEMA Health Ltd Co and is designed to evaluate and refine a different approach to workforce discovery in real-world hiring environments.

Traditional recruiting often begins with a resume and relies heavily on previous experience to determine who receives further consideration. While that approach remains important, it can also overlook people who may bring relevant behavioral strengths, transferable skills, qualifications, capacity, and potential to succeed in a role.

This Beta adds another layer to workforce discovery.

Participating Talent provide behavioral and workforce information that gives Employers additional context about how a person may naturally approach work, alongside the experience, skills, qualifications, and preferences they already bring.

Employers can use de-identified Talent profiles to discover potential matches, review relevant information, shortlist individuals, and, with the appropriate platform access, communicate with Talent they may be interested in interviewing or hiring.

Participation in the Beta does not guarantee employment, an interview, Employer contact, or placement.

Why Behavior-First Discovery Matters

A resume can show what someone has done. Behavioral information can add context about how that person may naturally approach the work.

Behavior-first discovery brings both into consideration earlier, giving Employers a broader view of Talent.

Traditional View

What Has This Person Done?

Experience and job history
Education and training
Skills and qualifications

Behavioral View

How Might This Person Approach the Work?

Decision-making
Communication and interaction
Response to work demands and change

A Broader Question

What could Employers discover when they consider both what Talent has done and how that person may naturally approach the work?

See more examples of what behavioral information can add

Depending on the individual and role, behavioral information may provide additional context around areas such as:

Problem solving
Working under pressure
Approach to change
Interaction with others
Decision-making tendencies
Natural work tendencies

Behavioral information is additional context. It does not replace qualifications, interviews, job requirements, professional judgment, or other lawful hiring practices and should not be used as the sole basis for an employment decision.

The Workforce Problem We're Addressing

Workforce challenges can occur on both sides of hiring. Someone may appear highly qualified on paper yet struggle with the actual demands or environment of a role.

At the same time, capable Talent may never receive consideration because their experience, background, or career path does not match the profile traditionally expected.

Employer Challenge

Qualified on paper, but struggling in the role

Experience and qualifications alone may not show how someone will respond to the pace, demands, people, or environment of the work.

Talent Challenge

Capable Talent may never reach consideration

Traditional screening can make it harder for Employers to see transferable strengths, potential, or relevant capabilities that are not obvious from a resume.

The Beta examines both sides: whether Employers can gain useful additional information about the Talent they consider, and whether a broader discovery process can surface people who might otherwise be overlooked.

Who might be overlooked in a traditional screening process?

A traditional resume may not fully communicate what someone could bring to a new opportunity, especially for Talent who are:

Entering a new industry
Transitioning from military service
Returning to the workforce
Changing careers
Reentering after a period of unemployment
Seeking a second-chance or reentry opportunity
Bringing transferable skills from a different type of work
Exploring work they have not previously had the opportunity to perform

Expanding How Talent Is Discovered

Experience and qualifications remain important, but they do not always show the full range of what someone may bring to a role.

Behavior-first discovery gives Employers another way to identify relevant strengths, transferable capabilities, and work tendencies that may not be obvious from a job title or resume.

A Broader Discovery Question

What might Employers discover when Talent have another way to demonstrate what they may bring to the work?

Strengths That May Not Be Obvious From a Job Title

Decision-Making

Adaptability

Problem-Solving

Working Under Pressure

Working With People

Reliability & Follow-Through

See examples of Talent who may benefit from broader discovery

A person's previous job title or career path may not fully communicate the abilities they could bring to a new opportunity.

Veterans & Military Transition

Military experience may include leadership, accountability, teamwork, adaptability, and working under pressure even when the civilian job title looks very different.

Second-Chance & Reentry Talent

Experience, training, education, skills, and job-relevant behavioral information can provide additional context as part of a lawful hiring process.

Career Changers

Transferable skills and work tendencies may apply in a new industry even when previous job titles do not directly match the opportunity.

Returning to the Workforce

An employment gap does not automatically define someone's current capabilities, previous experience, or potential contribution.

Broader discovery expands consideration. Each person is considered individually, and behavioral information does not replace experience, qualifications, interviews, job requirements, or other lawful hiring considerations.

What We're Evaluating

During the Beta, DEMA Health is evaluating how Employers and Talent use behavior-first workforce information in real-world recruiting, including Talent discovery, platform engagement, behavioral matching, candidate consideration, and available hiring and workforce outcomes.

What we learn will help us understand what is useful, what needs improvement, and how behavior-first Talent discovery may be refined over time.

Discovery How Employers Find Talent

We evaluate how Employers use behavioral and workforce information to search, explore, and identify Talent they may want to consider further.

Engagement How Employers and Talent Interact

We examine activities such as profile exploration, shortlisting, communication, interview interest, and other recruiting interactions.

Matching How Behavioral Information Adds Context

We evaluate how behavioral information may complement experience, skills, qualifications, work preferences, and other relevant information during Talent discovery.

Outcomes What Happens After Discovery

Where information is available, we may evaluate patterns related to candidate progression, interviews, hiring, placement, retention, and other workforce outcomes.

Confidentiality: Broader Beta findings may use de-identified or aggregated information and are not intended to publicly identify individual Talent or participating Employers.

Who Can Participate?

The Beta is open to Talent exploring employment opportunities, verified Employers looking for Talent, and approved recruiting professionals supporting legitimate employment searches.

Talent

Explore Employment Opportunities

For people who want another way to demonstrate their experience, capabilities, work preferences, and behavioral strengths to participating Employers.

Learn More as Talent

Employers

Discover Talent Differently

For verified organizations recruiting for legitimate opportunities and interested in adding behavioral context to Talent discovery.

Learn More as an Employer

Recruiting Professionals

Source Talent for Client Opportunities

Approved recruiters, headhunters, and recruiting professionals may access Talent discovery for legitimate client employment opportunities.

Recruiter access is explained in the Employer area.

Recruiter Information

Access, verification, privacy, registration, and available services vary by participation type. Select the option that best describes how you plan to use the Beta.