May 27, 2024
Innovative quality of hire KPIs
#qualityofhire #informedecisions
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May 27, 2024
3 KPIs to measure your interviewers
1. Data-driven decision making: Are interviewers meticulously recording interviews and completing scorecards? Is scoring done immediately or postponed, allowing bias to creep in? Do they rely on hiring process data or gut instincts for final decisions? 2. Equitable decision-making: Are your interviewers systematically favoring candidates with specific characteristics? I.e., gender, ethnicity, specific types of.
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May 27, 2024
How is measuring your interviewers related to DEI?
Many organizations currently focus their DEI approach on collective accountability, but that doesn’t produce real results on DEI outcomes. HR should hold leaders accountable, using a DEI approach that leads to consequential accountability. The consequential accountability approach includes utilizing data for more equitable talent decisions, customized approaches to enable leader.
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May 27, 2024
WHAT IS CONSEQUENTIAL ACCOUNTABILITY, AND HOW CAN IT IMPROVE YOUR DEI OUTCOMES?
Research by Gartner (link in the 1st comment) shows that 51% of DEI leaders say their top challenge is business leaders failing to take ownership for driving DEI outcomes. One of Gartner’s key recommendations for organizations is to foster consequential accountability. Gartner defines consequential accountability as a framework within HR practices that ties.
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May 27, 2024
Why is it important to not only measure your interview process but also your interview team?
Throughout the hiring journey, particularly during interviews, decisions hinge on human judgment—recruiters, hiring managers, and team members. Human biases often taint these judgments, impacting underrepresented groups the most. The accuracy and fairness of your hiring process are only as good as the accuracy and fairness of your interviewers, so as.
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May 27, 2024
3 drawbacks of traditional quality of hire measures and what to do about it
SubjectivityQuality of hire surveys and performance evaluations rely heavily on subjectiveviewpoints, often limited to the hiring manager's perspective, lacking astandardized benchmark. "Ceiling Effect"Managerial ratings tend to skew positive, making differentiation betweenemployees' performance levels challenging due to reluctance to provide criticalfeedback. MisalignmentThe disparity between hiring and performance evaluation criteria, language, andmeasures.
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May 27, 2024
What do you think about this interview practice? Asking candidates to fix your problems.
Thank you to everyone who participated in the discussion. I was pleased to see that most of you agree that using candidates' time to perform actual work, which the company should be compensating them for, is unethical. I do believe it's acceptable and even recommended to expose candidates to challenges.
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May 24, 2024
The Role of AI in Enhancing Interview Intelligence
https://www.linkedin.com/pulse/role-ai-enhancing-interview-intelligence-informedecisions-bom8f/?trac...
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May 24, 2024
Using Generative AI to screen CVs?
A recent Bloomberg analysis shines a light on a pressing concern: inherent racial bias in AI evaluations. This study rigorously tested OpenAI's GPT 3.5 by ranking resumes, revealing a systematic preference for certain names over others. Specifically, resumes with names commonly associated with Black individuals were consistently ranked lower, exposing.
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May 24, 2024
CLASSIC QUALITY OF HIRE KPIS
Learn about innovative quality of hire KPIs and additional ways to differentiate yourself as a TA leader: https://informedecisions.io/ebooks-and-guides/achieve-talent-acquisition-greatness/ #recruitment #qualityofhire #informedecisions
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