Do This:
Apply science-based hiring and manager promotion processes
Ensuring all process components are validated, well-defined, and have a specific purpose results in a 3x more effective formula for predicting job performance.
Treat all candidates fairly and professionally
Use a valid, fair, and standardized hiring process
Monitor interviewers for quality and conduct interviewer refresher training if needed
Audit all interview and test materials to ensure they are up-to-date, user-friendly, based on a job analysis, and legally validated
Ensure selection processes are working well by assessing turnover, supervisor responses, new hire performance quality, team morale and engagement
Not That:
Use incorrect hiring formulas and get expensive turnover
Traditional formulas overemphasize technical skills and underemphasize job competencies such as “initiative” and “quality focus”
Avoid “trick” questions in interviews and tests
Contrary to what you’ll find on some websites and blogs, there are no “magic” interview questions
Beware of rating patterns – if you can draw a straight line through all ratings, then you likely have rater bias
Reject “gut feeling” hiring decisions
More Information About
Scientific Hiring & Manager Promotions
