AM Research is a division of Aspiring Minds. Aspiring Minds aspires to build an assessment-driven job marketplace (a SAT/GRE for jobs) to drive accountability in higher education and meritocracy in labor markets. The products developed based on our research has impacted more than two million lives and the resulting data is a source of continuous new research.


A cocktail of assessment, HR, machine learning, data science, education, social impact with two teaspoons of common sense stirred in it.

A re-beginning : Welcome to AM Research!

We finally have a place to feature the work which we began five years ago. Great effort, Tarun, to get this up and running.

We thought this was important since education technology and assessments are going through a revolution. We wish to add our two teaspoons of wisdom (did I actually say that!) to the ongoing battle against the conventional non-scalable and unscientific ways of training, assessing and skill matching. We look forward to making this as a means to collaborate with academics, the industry and anyone who feels positively about education technology.

Sector/Roles Employability(%)
BUSINESS FUNCTIONS
Sales and Business Development 15.88
Operations/Customer Service 14.23
Clerical/Secretarial Roles 35.95
ANALYTICS AND COMMUNICATION
Analyst 3.03
Corporate Communication/Content Development 2.20
IT AND ITeS INDUSTRY
IT Services 12.97
ITes and BPO 21.37
IT Operations 15.66
ACCOUNTING ROLES
Accounting 2.55
TEACHING
Teaching 15.23

Table 1: By using standardized assessments of job suitability, in a study of 60,000 Indian undergraduates, we find that a strikingly low proportion of them have skills required for the industry. All these students got detailed feedback from us to improve. The table shows the percentage of students that have the required skills for different jobs. (Refer: National Employability Report for Graduates, under Reports in Publications)

We think assessments will be the key to democratize learning and employment opportunity: it provides a benchmark for measuring success of training interventions, provides feedback to learners creating a ‘dialogue’ in the learning process and most importantly, helps link learning to tangible outcomes in terms of jobs and otherwise.

Let me state it simply: To scale learning and make employment markets meritocratic, we need to scale automated assessments. This is the space we dabble in!

If you are thirsty for data, refer to the table and figure in this post. It tells the story of the problem we are up against and trying to solve.

Figure 1: 2500 undergraduates were surveyed to find their employment outcomes one year after they got their undergraduate education. We categorized their colleges in three categories (tier 1-3) based on their overall performance in AMCAT, our employability test. We find that a candidate in a tier 3 college has 24% lower odds of getting a job and 26% lower salary when he/she has the same merit (AMCAT scores) as a tier 1 students. Similarly, a 1 point drop in college GPA (on a 10 pt scale) decreases job odds by 16% and salary by 9%. Neither of these two parameters are useful predictors of job success beyond AMCAT scores. This shows a clear bias in the employment ecosystem. (Refer ‘Who gets a job’ under Reports in Publications)

How do we solve it? Stay tuned to our subsequent job posts…

Varun

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Wipro's top-gear learning environment facilitates #upskilling for @Wipro employees ~ @SunilKalachar, Global Head, W… twitter.com/i/web/status/9…

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"Evaluating #Programming ability in freshers is now a must" ~ @SunilKalachar, Global Head, Wipro Campus Hiring Team @Wipro #DIGIHRSUMMIT

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#Skills are becoming obsolete and it's important to embrace new age skills ~@sdwivedy #futureofworktwitter.com/i/web/status/9…

A glimpse of spellbound audience all ears to hear what lies ahead in #HRTech #skills are evolving constantly and… twitter.com/i/web/status/9…

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