Why Are Interviews Broken? Reason #1 (and How to Fix It)

Shiran on Why Are Interviews Broken

Trusting intuition over data.

Gut feelings might feel right, but research says otherwise:
1. Structured interviews are twice as effective at predicting job performance compared to unstructured ones.
2. Algorithms outperform human intuition, reducing bias and improving hiring outcomes.

The problem?
Most hiring decisions are still based on subjective “gut instincts,” leading to inconsistent and biased results.

How to fix it:

By shifting from intuition to data, you’ll hire smarter, fairer, and more effectively.

Stay tuned for Reason #2

#interviews #hiring #informedecisions

The Ultimate Guide to Interview Intelligence: What Really Matters

If you're reading this, you already understand the value of structured, data-driven interviews. The next challenge? Finding the right Interview Intelligence Platform to fit your hiring needs.

Key Considerations

Structure vs. Flexibility

Should all interviewers follow a set list of questions, or should they adapt based on their expertise?

Skills-Based vs. Holistic Assessment

Off-the-Shelf vs. Custom Questions

AI-Generated vs. Expert-Created Questions

Numeric Scoring vs. Text-Based Summaries

Aggregated vs. Individual Interview Insights

Candidate Feedback: A Critical Feature

Providing structured, meaningful feedback enhances your employer brand and improves the candidate experience. Look for platforms that make it easy to share personalized, constructive insights.

Ethical AI: A Non-Negotiable

Before choosing an AI-powered platform, ask:

Integration with Your ATS

For a seamless hiring workflow, ensure the platform integrates with your existing ATS.

Final Thoughts

The right Interview Intelligence Platform can transform your hiring process. Prioritizing structured, skills-based, and ethical hiring practices will help you build a more effective and fair interview process.

Which of these factors is most important to you when evaluating hiring technology? Share your thoughts in the comments.

#hiring #interviewintelligence #informedecisions

The position requires high attention to detail...

The position requires high attention to detail...

#hiring #candidateexperience #informedecisions

🚨 Cold calling is NOT dead. 🚨

In fact, it's alive and kicking💥

In our recent poll, 53% agreed that cold calling is still a crucial skill to assess during sales interviews. And guess what? They’re right.

Why?

📈 Gong analyzed 300 million calls and found that cold calling nearly doubled email reply rates. That’s not a small boost — it’s a game-changer.

💡 A survey by The Daily Sales showed that for 47% of respondents, cold calling remains the main way of generating sales right now.

Cold calling tests resilience, adaptability, and the ability to build connections on the spot. It’s a powerful way to open doors, create opportunities, and drive results.

#SalesSkills #Hiring #ColdCalling #informedecisions

Is AI the Quick Fix for Diversity? Think Again.

A new study in Philosophy & Technology (Drage & Mackereth, 2022) reveals a surprising truth. 

AI might not be the diversity hero we’ve been promised. Yes, it can hide race or gender during hiring—but that’s just the surface. 

The real issue runs deeper: AI doesn’t fix the systems that create bias in the first place.

Here’s a smarter approach. Instead of relying on AI to ‘erase’ bias, we should use it to monitor bias in hiring decisions. Let AI give interviewers actionable feedback on their own biases. That’s how we can start making real, lasting changes.

Don’t settle for a quick fix—let’s build a fairer system from the ground up.


#dei #hiring #informedecisions

 Can AI Truly Remove Bias from Hiring?

AI promises unbiased hiring by ignoring race and gender.

Sounds perfect, right?

Not so fast....

...

Recent research drops a bombshell.

Race and gender aren't just simple traits.

They're complex systems of power.

Here's the kicker:

These systems affect every aspect of life, including hiring.

Even if AI doesn't "see" race or gender...

It might still pick up on subtle cues:

Result? Potentially biased decisions.

We're facing a hard truth:

Quick fixes won't cut it.

We need smarter, more nuanced solutions to fight bias.

📚 Source: "Philosophy & Technology" (Drage & Mackereth, 2022)

...

What's your take?

Can AI overcome these deep-rooted biases?

Or are we expecting too much from technology?

#AI #hiring #informdecisions

Should candidates 'sell themselves' in interviews? 

Most say yes, but there's a fine line between selling and spinning.

Watch this video for 3 critical watch-outs when assessing sales talent.

#hiring #sales #informedecisions

Struggling to measure the ROI of your employee referral program?

Here’s a simple guide on how to do it:

Focus on these key KPIs:

  1. Ratio of referred vs. hired
    Compare this to the ratio of applied vs. hired from other sources.
  2. Average retention
    Measure retention of referred candidates vs. non-referred.
  3. Performance comparison
    % of top performers vs. low performers from referred vs. non-referred.
  4. Promotions
    % promoted within a designated time frame (e.g., 2 years) from referred vs. non-referred candidates.
  5. Revenue generation
    For roles with objective performance data (like sales), quantify the average revenue referred candidates generate vs. non-referred.

How are you tracking your referral program’s success?

P.S. Share this with your network ♻️ if you found it helpful!

#hiring #kpis #informedecisions

The Price of Biased Algorithms

The U.S. Equal Employment Opportunity Commission (EEOC)  settled a lawsuit against iTutorGroup in November 2023 for $365,000. 

Why? 

Because iTutorGroup allegedly programmed its software to automatically reject applicants based on age – rejecting women 55+ and men 60+ from even being considered for tutoring jobs.

Age discrimination is real, and it's costly for companies and individuals alike. 

Not only did over 200 applicants miss out on opportunities, but students lost out on learning from experienced, highly qualified tutors.

Discrimination doesn't just violate the law—it takes opportunities away from everyone.

#bias #hiring #tech

The Untold Truth About Hobbies on Resumes: Bias in Disguise

70% of you said NO to including hobbies and extracurriculars. 

But it's not black and white...

Here are 3 reasons why some thoughtful professionals still consider this practice:

  1. It offers a fuller picture of candidates beyond work experience.
  2. It can teach us something extraordinary about candidates (special achievements, stamina, endurance).
  3. It might reveal a candidate's passion and dedication outside of work, indicating potential for growth.

These are valid points...

But here's the harsh truth about BIAS we must confront:

  1. The privilege blind spot: Hobbies often reflect opportunity, not just talent. A Pew Research study shows 84% of high-income adults engage in hobbies vs. 47% of low-income adults. Are we inadvertently favoring privilege?
  2. Confirmation bias: That former quarterback? Not automatically a team player. And those without team sports? Not automatically lone wolves. Don't let false assumptions narrow your talent pool. It's your job to assess relevant skills during the interview process.
  3. Similarity bias: We're naturally drawn to people with similar hobbies. You might subconsciously favor the candidate who shares your passion for rock climbing. But diversity drives innovation. Are we unintentionally hindering progress by seeking mini-mes?

In talent assessment, there's always a tradeoff between more information and potential bias. As professionals, it's our responsibility to focus on skills and potential.

#bias #hiring #informedecisions