Interview Hack: The Power of "Less is More"

We all want the perfect candidate with every skill in the book... but here's a reality check:

1️⃣ The Clock is Ticking: We can't assess everything in a limited interview process.

2️⃣ Brain Bandwidth: The more skills we try to assess, the harder it becomes for our human brains to differentiate between them.

3️⃣ Quality Over Quantity: It's better to deeply assess fewer skills than superficially evaluate many.

💡 Pro Tip: Clearly define ~8 crucial skills and assess them throughout the interview process using multiple tools and perspectives.

#InterviewHack #Informedecisions

The Interview Scoring Scale Showdown: What's Your Magic Number?

Calling all Talent Acquisition pros! 

Are you debating which scoring scale to use for interview feedback?

Let's crack this code together.

Two burning questions:

1️⃣ Even or Odd?

2️⃣ How many levels?

Even vs. Odd: Why Odd Wins 

Informed Decisions hot take: Go odd! Here's why:

• Captures the middle ground (hello, average candidates!) 

• Avoids forced high/low scores

• Perfect for skill assessment (save those even scales for attitude surveys)

The Level Game: 1-5, 1-7, or 1-11? 

The plot thickens! Consider this:

✅ More levels = Better differentiation (up to 11)

❌ But too many levels = Confused interviewers 

Our Goldilocks solution? 1-7 scale 🎉

Just right for:

• Creating variance

• Keeping it user-friendly 😊

Quick note on variance: In the interview context, variance refers to the spread of scores across candidates. It's crucial because it helps distinguish between candidates and makes your assessments more predictive of future job performance. Without variance, everyone looks the same on paper! 📄🤔

Remember: Your scale should let interviewers paint an accurate picture without turning into rocket science! 🚀🖌️

#InformedDecisions #TalentAcquisition #InterviewTips 

3 𝗥𝗲𝗮𝘀𝗼𝗻𝘀 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗥𝗲𝘀𝗲𝗺𝗯𝗹𝗲𝘀 𝗔𝗺𝗲𝗿𝗶𝗰𝗮 𝗚𝗼𝘁 𝗧𝗮𝗹𝗲𝗻𝘁

Ever watched "America’s Got Talent" and seen judges bicker over candidates?

One judge thinks a contestant is amazing, another thinks they're just okay, while the third is less than impressed.

Why does this happen? Three different perspectives on the same performance.

Does this sound like your interview process?

Here are three reasons why:

1. Subjectivity: We see people as we are, not as they are, leading to varied opinions.

2. Lack of Clear Definitions: Without precise criteria, assessments vary widely. Imagine if AGT had exact standards for a great performance. Judges’ opinions would align much more closely.

3. Bias: Biases like "similar to me" or "beautiful is good" skew our decisions, leading to favoritism and unfair assessments.

#interviews #biasreduction #informedecisions

🚫 Interview Screw-Ups to Avoid #1: Mixing Confidence with Competence🚫

We've all been there: sitting across from a candidate who exudes confidence, making it easy to mistake their self-assurance for competence. 

But don't let the swagger fool you! Here are 3 key strategies to ensure you evaluate true competence:

1. Ditch the Gut Feel: Don't settle for overall impressions or gut feelings. 

These are often biased by a candidate's confidence. 

2. Define Competence Clearly: Know what "competence" means for the specific job you're hiring for. Outline the skills, knowledge, and experience required. This clarity will guide your evaluation process and help you stay focused on what's truly important.

3. Assess Separately and Systematically: Evaluate each competence area separately using a clear set of questions, scoring rubrics, and a consistent scoring scale. This methodical approach ensures a fair and comprehensive assessment of each candidate's true capabilities.

By implementing these strategies, you can avoid the common pitfall of confusing confidence with competence and make better hiring decisions. 

Stay tuned for more tips on avoiding interview screw-ups!

#interviews #InterviewScrewUps #informedecisions

Is your team aligned on what you are actually assessing in hiring? 

In our 'Talent Acquisition Greatness' webinar, we discussed the critical step of aligning on key components needed for the job (skills, competencies, values, motivation).

What we  find when we ask different managers within the same hiring team what's important, is that we often get different answers. This lack of alignment can steer you away from accuracy.

Why is this alignment crucial?

  1. Ensures everyone assesses the same vital components, reducing discrepancies.
  2. Helps avoid biases and inconsistencies in evaluations.
  3. Enhances overall hiring accuracy, leading to better hiring decisions.

#TAGreatness #DataDrivenHiring #informedecisions

Want to learn more about aligning your team on what truly matters? Download our cheatsheet for actionable strategies!

🔗 Link to cheatsheet: 

https://informedecisions.io/ebooks-and-guides/measuring-accuracy-the-cheatsheet/

Are you measuring the most important hiring metric? 

In our 1st session of 'Talent Acquisition Greatness' webinar, we revealed the ultimate KPI that can elevate your TA game - Accuracy

But what exactly is accuracy in talent acquisition? 🤔

Accuracy is your ability to predict job success by:

1. Measuring what matters.

2. Ensuring you're actually measuring what you aim to measure.

Want to learn the actionable strategies to measure and improve accuracy in your hiring process? Download our cheatsheet! 📈

🔗 Link to cheatsheet: 

https://informedecisions.io/ebooks-and-guides/measuring-accuracy-the-cheatsheet/

#TAGreatness #DataDrivenHiring #informedecisions

Is this some sort of a new kind of DEI metric?

#sureillanswerthishonestly #hiring #informedecisions

From Likes to Hires: 4 KPIs for Social Media Recruitment Success

4 KPIs 4 Social Media RecruitmentDownload

Interview questions that make me sick...

#informedecisions #interviews #interviewhororrstory

Don't want to get stupid answers? STOP asking stupid interview questions!

#interviews #skillsbasedhiring #informedecisions