So great to see leaders like @Peter Berg taking accountability for their talent acquisition practices and setting an example for others in feedback and transparency in hiring.
#interviews #candidateexperience #informedecisions
So great to see leaders like @Peter Berg taking accountability for their talent acquisition practices and setting an example for others in feedback and transparency in hiring.
#interviews #candidateexperience #informedecisions
#informedecisions #interviews #interviewhororrstory
#interviews #skillsbasedhiring #informedecisions
๐ง Test Your Perception ๐ง
Score the following statements on a scale of 1-5 based on how profound you think they are (1 - not at all, 5 - very profound):
A. Today, science tells us that the essence of nature is grace.
B. Life is the driver of potential. We live, we dream, we are reborn.
.
.
Surprise! These statements were actually generated by an AI โNew Age Bullshit Generator.โ
The tendency to see such statements as profound is known as โBullshit Receptivity.โ
In their book โNoise,โ late Daniel Kahneman and colleagues reveal that some people are more susceptible to being impressed by seemingly profound statements that are actually shallow or meaningless.
If you fell for this, donโt worryโit might just mean youโre in a good mood! Research shows that people in a good mood are more receptive to bullshit and less likely to spot fraud or misleading information.
The key takeaway? Donโt come grumpy to an interview, but be aware that some candidates excel at storytelling and speaking in slogans.
As interviewers, our job is to break down high-level statements like โmy mission is to inspire and deliverโ into concrete, real-life examples.
How do you spot and handle bullshit in interviews? Share your strategies in the comments
#bias #interviews #informedecisions
They know why they got rejected before you tell them
โ ๐ฆ๐ฒ๐น๐ณ-๐ฎ๐๐ฎ๐ฟ๐ฒ๐ป๐ฒ๐๐
When you provide them with feedback, they are appreciative and receptive, not pushing back
โ ๐๐ฟ๐ผ๐๐๐ต ๐บ๐ถ๐ป๐ฑ๐๐ฒ๐
They can quickly close the gaps you noticed during the hiring process. Youโll see this if you give them a paid do-over
โ ๐ฅ๐ฎ๐ฝ๐ถ๐ฑ ๐ถ๐บ๐ฝ๐ฟ๐ผ๐๐ฒ๐บ๐ฒ๐ป๐
Donโt overlook these signsโthey could be the key to finding your next top performer!
Repost this โป๏ธ if you agree!
#interviews #skillsbasedhiring #informedecisions
In research conducted by Vikram R. Bhargava and Pooria Assadi from Cambridge University, they discuss the enduring relevance of job interviews in the age of AI.
Why do companies still rely on job interviews despite the high costs? It seems straightforward: interviews are meant to predict a candidate's performance and fit within the company. Yet, evidence suggests we are generally poor at predicting performance and assessing fit through interviews due to biases, overconfidence in our judgment abilities, and a lack of evaluation of rejected candidates.
While algorithms are often more consistent than humans and in many cases are better at predicting job performance, the role of interviews extends beyond mere assessments. Interviews imbue the hiring process with a human element that algorithms cannot replicate. They provide a platform for candidates to express their unique qualities and for employers to convey their organizational culture, fostering a mutual assessment that goes beyond data points.
The unacknowledged value of interviews lies in their ability to integrate personal interaction within the hiring process, offering a sense of involvement and choice that enriches both parties' understanding. Interviews can indeed be both predictive and inclusive if they are structured effectively. When standardized, skills-based, and data-driven, interviews not only reduce biases but also enhance their predictive accuracy.
Interviews are here to stay, retaining significant value even in an AI-dominated era where the human touch is increasingly cherished. They possess the potential to evolve into a predictive powerhouse that supports a fair and inclusive hiring environment.
If you're looking to transform your interview process and hiring teams into a more effective, predictive tool, feel free to reach out. Let's discuss how you can leverage both human insight and data-driven methods to refine your recruitment strategy.
#interviews #AI #informedecisions
A research led by Matt C. Howard from the University of South Alabama and Pennsylvania State University investigates whether involving more evaluators in performance reviews actually leads to better assessment accuracy.
The study found that although adding a second evaluator can improve assessment results, adding more than two offers diminishing returns. This means that after a certain point, adding more evaluators doesn't really make the assessments more accurate.
Interestingly, the study also discovered that when evaluations are already very accurate or very inaccurate, adding more evaluators does little to change the accuracy. This suggests that simply increasing the number of evaluators is not a guaranteed way to improve how performance is judged.
Application to Job Interviews:
For companies looking to enhance their hiring processes, the takeaway is clear: Instead of increasing the number of interviewers or interview rounds, it's more beneficial to focus on improving how accurate the interviews are. This approach ensures that the hiring process is not only efficient but also effective in selecting the right candidates.
#interviews #datadriven #informedecisions
#Interviews, #practicewhatyoupreach, #informedecisions
Dear companies asking candidates to do this much work before even having a conversation with them...
I'm not sure what you are thinking:
Whatever it is you are thinking, please reconsider; it's disrespectful to candidates and undermines your employer's brand.
#interviews #candidateexperience #informedecisions
#interviews #candidateexperience #informedecisions