Making the wrong hire is costly but making the right hire can lead to an incredible increase in productivity for the role. Having the right processes and tools in place to maximize the possibility of making the right decision and minimizing the risk of making the wrong one is critically important in any and all recruitment processes.
Interviewing is an art. So are psycho-metrics and applying science to predict which candidates will perform the best in a given role. Creating reliable case interviews and arranging Assessment Centers is not easy if one wishes to do it in a scalable, and predictive way. Interviewing, scoring, sharing information between decision makers, and utilizing a modern approach increase the chance of choosing the right hire.
Stringent assessment conducting professional interviews, using validated tools and tests for selection should be the norm and so should bias awareness to empower diversity & inclusion.
Stringent points of evaluation, documentation, feedback, and bias-aware behaviour are so far from the norm that it’s sometimes shocking especially since research proves time and time again that by using these tools we can dramatically increase the predictability of our selection processes and lower the risk of recruiting a sub-par performer.
Additionally, we need to take heed on how to communicate with the candidates, both the chosen and the rejected during this phase and how to commit to candidate feedback both in terms of how to conduct it and how to do it in such a way that we decrease the internal stress factors while reaching an understanding between all parties.
Recruitment processes should be seen as data collection from all involved parties. Creating a solid understanding of a candidate, while working together as a team to assess the candidate. Information is to be shared in a structured way between the different stages in the workflow.
Successful Selection means that you know what you are looking for and how you make certain that the person is a fit while maintaining a good relationship with all involved candidates.
<aside> 💡 Read more about the different parts of Selection
</aside>
More relevant keywords in relation to Selection: Rubrics, Interviews, Case interviews, Bias awareness, Psychometric tests, Skill based tests, Technical tests, Data Collection, Culture fit/Culture Add, Assessment, Feedback, Documentation.
<aside> <img src="/icons/backward_gray.svg" alt="/icons/backward_gray.svg" width="40px" /> Back to The Pipelabs Framework
</aside>