Even with a structured interview process, unconscious bias can creep in.
Here are 5 powerful strategies to combat groupthink and make truly informed hiring decisions:
1️⃣ Diversify Tools & Perspectives Combine multiple assessment methods (simulations, dilemmas, behavioral questions) AND multiple interviewer perspectives. Quantitatively aggregated, these outpredict any single tool or viewpoint.
2️⃣ Mix Up Your Panel Create a diverse interview team across departments, backgrounds, genders, and ethnicities. Different viewpoints expose blind spots.
3️⃣ Information Firewall Don't forward info between interview stages. Avoid the confirmation bias trap!
4️⃣ Independent Evaluations First No under-the-table kicks or immediate post-interview chats! Evaluate separately first, then huddle. This preserves diverse perspectives for a more accurate, efficient assessment.
5️⃣ Skills Over Collective Impressions Fancy degrees and big-name employers tend to impress everyone, fueling groupthink. Focus on relevant skills to break free from this collective bias.
Implementing these strategies can dramatically reduce groupthink, leading to more qualified and diverse hires.
#informedecisions #interviews #bias
Interview PASS Practice
#interviews #bias #candidateexperience
What Really Drives B2B Sales Success? 🏆
Thank you to everyone who participated in our recent poll on the key predictors of B2B sales success!
Now, let's unveil the science behind the sales game.
A groundbreaking meta-analysis of 139 independent studies from 1980 to 2019 has some eye-opening insights:
🥇 The Winner: Salesperson Attributes Turns out, the salesperson's qualities are the most significant predictors of success. Top factors include:
Adaptive selling
Customer orientation
Self-efficacy
Effort
🥈 Runner-up: Organizational Factors Your company's approach matters too:
Technology usage
Leadership
Organizational support
🥉 Bronze: Customer Attributes Building relationships pays off:
Customer trust
Relationship quality
🏅 Honorable Mention: Environmental Factors Market conditions and tech advancements have moderate significance.
So, how did your predictions stack up against the research?
The takeaway is clear: when hiring for B2B sales roles, thoroughly assessing candidates' skills is crucial.
Remember, while organizational and environmental factors play a role, individual salesperson attributes are the strongest predictors of success.
#sales #interviews #informedecisions
*Source: Ohiomah, A., Benyoucef, M., & Andreev, P. (2020). A multidimensional perspective of business-to-business sales success: A meta-analytic review. Industrial Marketing Management, 90, 435-452.
Sales Hiring's Blind Spot: The Shocking Data You're Ignoring
🚫 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!
Don't want to get stupid answers? STOP asking stupid interview questions!
#interviews #skillsbasedhiring #informedecisions
Test Yourself!
🧠 Test Your Perception 🧠
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 “New Age Bullshit Generator.”
The tendency to see such statements as profound is known as “Bullshit Receptivity.”
In their book “Noise,” 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, don’t worry—it might just mean you’re 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? Don’t 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 “my mission is to inspire and deliver” into concrete, real-life examples.
How do you spot and handle bullshit in interviews? Share your strategies in the comments
#bias #interviews #informedecisions
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