Mechanize Your Hiring Process to Make Better Decisions

These preparations should take you half an hour or so, a small investment that can make a significant difference in the quality of the people you hire. To avoid halo effects, you must collect the information on one trait at a time, scoring each before you move on to the next one. Do not skip around. To evaluate each candidate, add up the six scores

We borrowed our hiring process from Google. Every single person that comes through the door goes through a standardized interview with at least eight people who interview them, often in pairs. There are standardized scorecards, standardized questions, all managed by an applicant-tracking system. The hiring manager has to defend each candidate like

What are the best approaches that you’ve seen, for people to either get rid of unconscious bias from the job application and interview process? Joelle: Structured interviewing is the one thing that I think is completely critical to doing that effectively, to actually hiring the best people and increasing diversity. I think of this as a four-step pr

Selection systems need to put performance in context.

The selection process is when you conduct structured interviews that rate candidates against the scorecard you’ve created. To be a great interviewer, you must get out of the habit of passively witnessing how somebody acts during interviews. Instead, use the interviews to collect facts and data about how the candidate has performed in the past.