you don’t just want to assess the candidate. You want them to fall in love with you.

Fifth, we compile feedback about candidates

Culture matters most when it is tested

Note that these results are provided for a manager’s development. They don’t directly influence the manager’s performance ratings or compensation.

We deliberately set ambitious goals that we know we won’t be able to achieve in all cases.

Corporate job sites are awful. They are difficult to search, filled with generic job descriptions that don’t tell you anything about what the job really is or what the team you’ll be part of is like, and provide no feedback on whether you’d be good for a role or not.

Peer reviewers were then asked to rate (using a slider on the screen) how well they knew that particular project and how large the individual’s impact was, and to add any comments.

Now we asked for one single thing the person should do more of, and one thing they could do differently to have more impact.

Research shows that combinations of assessment techniques are better than any single technique.