skillset

Globally more than 140M people with disability, of working age and capacity, face enormous barriers to accessing the labor market including exclusionary hiring practices, discrimination and inaccessibility in the workplace. We aim to breakdown these barriers by empowering employers to make well-informed hiring decisions about candidates with disabilities, using SKILLSET’S professional recruitment technology.   

SKILLSET comprises a database of simulator tests which will assess the actual fit of candidates to specific job positions. Using a unique algorithm and AI technology, the system can predict an applicant’s job fit, necessary workplace accommodations and tools for the employer to ensure a smooth transition to work.  

  Receiving practical, job-specific information about the candidate and their abilities will reduce uncertainties and unchecked biases in the hiring process, and ultimately empower employers to make well-informed hiring decisions which will support a more inclusive and productive workforce

People with disabilities, who comprise the largest minority group globally (other than women), remain at the sidelines of the working market. SKILLSET’s technology gives employers the tools to overcome obstacles embedded in their recruitment and HR processes, in order to create better job opportunities for people with disabilities and enjoy the benefits of a more inclusive workplace.  

 Currently employers have no concrete or objective way to assess the abilities of candidates with disabilities, as standard pre-employment tests are developed for generic populations. Instead, hiring decisions are often made in a face-to-face interview, on the basis of personal impressions or good will alone.

The market for HR recruitment tools in the U.S. is $42B/year. Workers with disability represent 14% of the workforce, which indicates a $5.8B potential .Estimated number of unemployed people with disabilities in the U.S is 60M and millions more are under-employed

• SKILLSET will level the playing ground for people with disabilities and provide them with the opportunity to fairly, and faithfully, represent their abilities when applying for jobs. This will improve their confidence, and encourage them to be open about their disability status and support needs in >span class="TextRun SCXW211146898 BCX0" xml:lang="EN-US" lang="EN-US"> >span class="TrackChangeTextInsertion TrackedChange SCXW211146898 BCX0"> steady income and greater job satisfaction as a result of improved job matching. 

• People with disabilities have extremely low participation rates in the labor market, such that increased representation will have direct flow on effects on the individual level – improved quality of life, income, sense of community, sense of self; and, will provide a significant boost to the economy, both through increased consumption (people with disability and their families represent a large portion of the consumer market) and increased productivity.  

• SKILLSET enables better decision making around disability employment. This will strengthen workforce productivity and diversity, and engender confidence in the process. Employing people with disabilities successfully has been shown to have a significant ROI, financial and social, for the company, and ultimately has a flow-on effect to other companies interested in expanding their talent pool or diversifying their workforce

KILLSET combines advanced technology and a job analysis questionnaire to provide candidates and  employers with practical and accessible tests which simulate the tasks required in a specific job, in order to predict a candidate’s suitability to the position, their performance capacity and how an employer will best be able to support them in the workforce.  

Based on a short survey completed by the employer, >span class="TextRun Highlight SCXW138611217 BCX0" xml:lang="EN-US" lang="EN-US"> builds customized functional assessments for various job stations. The test is comprised of self-report questionnaires and a simulation of the main 5 core tasks the position requirs.. The questionnaires collect personal information, work experience details, and ask questions regarding disability-specific information such as ideal working environment (physical and social), communication preferences, and required workplace accommodations. The simulator assesses performance on the five core competencies of the job, using parameters of speed, quality, accuracy, etc. The candidate undertakes the task while being filmed, and a unique video analysis (video, voice and skill) provides information regarding their performance capacity. A candidate profile is generated. This profile draws on all the collected data as it pertains to the job requirements, the tasks and the work environment.  The employer is provided with guidance regarding workplace accommodations and personal tips for optimal workplace integration.    

By providing this information, Skillset equips the employer to make informed hiring decisions, overcome uncertainties or unchecked biases, and bolster confidence in >span class="TextRun Highlight SCXW138611217 BCX0" xml:lang="EN-US" lang="EN-US">disability hiring process. This process is short and cost effective, as well as reducing costs associated with training and absorbing new workers into the workforce. >span class="TextRun SCXW138611217 BCX0" xml:lang="EN-US" lang="EN-US"> of a more inclusive workforce – ie. all groups including people with disability - have been found to include improved productivity, better job retention, happier employees, and even increased profits

SKILLSET is a first-of-its-kind online platform for assessing the compatibility of candidates with disabilities. Existing recruitment tools (or pre-employment tests - personality, skill-based, technical) are generic and do not have the sensitivity to accurately assess the full spectrum of abilities. Algorithms commonly used in recruitment technology often filter out applicants with disabilities.  

SKILLSET comprises a database of simulator tests which will assess the actual fit of candidates to specific job positions. Skillset evaluate the candidate ability online, Using a unique algorithm and AI technology, the system can predict an applicant’s job fit, necessary workplace accommodations and tools for the employer to ensure a smooth transition to work.  

Skillset was established by 2 co-founders with an experience of more than 15 years in the field of supported employment and career development of people with disabilities, throw-out the years, they met the day to day challenges of these population in to the workforce. One of the co-founders is a PhD candidate in the field of career development for people with disabilities.  

skillset product development, from its first day, involved brainstorming, meetings and testing with people with different disabilities in order to accurate the platform to their needs. We met dozens of people with disabilities: mental disability, ADHD, recovering from cancer etc. We have also met over 30 employers from different industries in order to understand their need and legislations requirements. 

we finished our first pilot with one on the major call centers in Israel, with a Validation of the system’s ability to detect performance gaps amongst workers with disabilities who work in the call center. Stage completed with favorable results - 91% fit between the system output and performance feedback of their mangers. 

Our KPIs for the following two years, until breakeven, are: 

• Development and delivery of assessments for ten paying customers, and data collection;  

• Sufficient data collection for future use in developing AI technological component; 

• By the end of the next year, the system will support 200 employers with 40 workstations/positions; and have over 1,100 monthly active user. 

• Anticipated growth - mapping 90% of the labor market’s roles within eight years.  

• In the next 5 years we will reach to over 50K employers (enterprises and medium business) and over 130K people with disability globally 

>span class="TextRun SCXW217997483 BCX0" xml:lang="EN-US" lang="EN-US">job, and these are generally transferable between companies.  Each job-specific assessment will be piloted, and at the end of each pilot, >span class="TextRun SCXW217997483 BCX0" xml:lang="EN-US" lang="EN-US"> assessment will become a completed product which can be applied to similar job positions. We expect each product to become profitable within >span class="TextRun SCXW217997483 BCX0" xml:lang="EN-US" lang="EN-US">of >span class="TextRun SCXW217997483 BCX0" xml:lang="EN-US" lang="EN-US">pilot

Users (employers) will increase the number of new workers with disability by 10%, and their retention rates by 30%

• Users will attain benchmarks for hiring PWD, as set by their government or internal diversity measures 

• Users will demonstrate reduced stigma/bias, measured by validated and evidence-based questionnaires to evaluate biases and stigma at three time points - outset (baseline), six months, one year of system use 

• Users will demonstrate increased confidence in supporting workers with disability, at three time points - outset (baseline), six months, one year of system use 

• Users will be encouraged to measure workforce productivity and diversity benefits according to internal measures or country-specific existing tools such as the Disability Equality Index (US)

• like many technologies that have started for people with disabilities (touch screen, voice messaging) have been adapted for use by the general population, so too can the screening procedures for people with disabilities be made useful for everyone. Our goal is to change the way in which people with disabilities are recruited (in Israel and globally) by examining the person's unique abilities without stigma. Once the system proves successful, our goal is to make every single person interested in a role and test based on their abilities to a specific role.  

barriers for the next year: 

1. launching a new marketplace for job candidates requires a unique go to market marketing strategy, that can reach the targeted population. people with disabilities do not always identify themselves as "disabled", so we need to find the right massages in order to reach them and engage >span class="TextRun SCXW19426776 BCX0" xml:lang="EN-US" lang="EN-US"> in the platform. 

2. braking employers' stigma about hiring candidates with disabilities.    

3. meet legal aspect of charge collection from both candidates and employers. and legal aspect of privacy in each country. 

barriers for the next 5 years:  
 

1. cultural deference's between the Israeli, US and UN market, In the context of job market characteristics and the way candidates and employers look for work  
 

2. Invasion of a significant share of the market that I currently dominate by other players 

barriers for the next year: 

1. We are active in thinking groups with marketing experts and people with disabilities to embark on an exact market penetration campaign. 

2. WE believe that performance-based recruiting platform will reduce stigma and uncertainty for both sides. we plan to valeted our product with employers with cople of pilots before going to market in order to provide them with evidence-based data on the successes and prediction of our platform. 

3. We consult with the best experts in the field and as part of the business plan, resources have been invested in in-depth legal research.  

barriers for the next 5 years:  

1. As part of our work plan, a significant investment is planned for a broad and in-depth study of cultural differences. In addition to data research, we will conduct extensive meetings and market surveys that will include personal meetings with businesses, candidates and policy makers.  

2. A focused business plan will be built for that purpose 

We are at our beta stage in Israel. We have 2 groups of universities stuf=dents form the Unites States that help us in market research with employers and candidates.

4 full time employee

Mor and Maya have worked together in management roles for more than a decade. Together they managed one of the most influential disability employment support services in the country, where Mor was CEO and Maya was the professional manager. Under their leadership they managed major projects for the Israeli government (Department of Economy and Trade, Department of Health, Department of Social Services), amongst which was the government’s pioneering Employer Support Center and numerous employment support programs for people with disabilities. The company was considered a “best practice” provider and frequently invited to lecture at universities, conferences and provide consultancy services to disability employment non-profits and government agencies. Mor has completed a Masters in Labor Studies, and Maya is currently completing her doctorate through Tel Aviv University.    

Tomer, Skillset’s CTO, has 20 years of experience as a developer for educational and gaming startups. Since joining Skillset this past August, he has developed the demo and MVP which is currently being piloted. Tomer has a personal connection to the disability field.      

Ravit Harari is an occupational therapist and data analyst with an experience in data mining during her military service (8200 unit). 

TELEALL- israel biggets call-center is our design partner for the pilot.

SKILLSET is a market place for employers and candidates. So, we have 2 paying customers:  

Our principal customer is employers (companies) who wish to increase the number of workers with disabilities, whether for their own diversity benchmarks or compliance with government regulations.  

 SKILLSET is a SAAS platform which is located within the customer’s systems, and is acquired as a user package comprised of the custom-built assessments. This is the existing model in use for generic pre-employment assessments. A suite of premium products, include professional support and training for HR or line managers/supervisors, will be available at an additional cost to the user. 

Candidates will pat per assessment to see their combability for a role.

we will combine raise investment capital and sell services. we have a detailed business plan

we are apllying in order to achieve exposer to bof corporates for partnering and mentors in building business model and market resaerch for the US and the UK