The Science of Hiring: Effective Techniques to Optimize Your Selection Process
Hiring is not just the first stage of the employee lifecycle; it is also one of the most critical. Making the right hiring decisions can significantly reduce the time and cost associated with subsequent stages of the employee lifecycle such as onboarding, engagement, performance, development, and retention. Effective hiring also safeguards employee morale, as high-performing employees may feel frustrated and demotivated when working alongside unqualified coworkers. Additionally, strong hiring practices can mitigate legal risks that stem from poor hiring decisions, particularly when there's a misalignment between job requirements and selection criteria, which can lead to discrimination issues. In this post, I will provide an overview of some of the most popular hiring techniques along with the pros and cons of each.
At C1C, we advise using a blended approach to hiring that incorporates at least two to three tools tailored to the job's required competencies.
Resumes & Cover Letters. Resumes and cover letters are developed by the applicant in order to provide a summary of his or her education, work history, credentials, and other accomplishments and skills. Resumes (typically accompanied by cover letters) are the most common document asked of applicants when they apply for a job.
Pros
Expected and accepted by most job applicants
Allows HR and hiring managers to see organizational skills and attention to detail
Cons
Can be time consuming to evaluate each resume and cover letter thoroughly
May not provide all the information needed to evaluate candidates consistently
Application Blanks. Application forms are standardized documents that employers use to request specific information relevant to the hiring process. These forms are widely used in many organizations as part of their recruitment procedures.
Pros
Adapt easily to paper and online formats
Allow organizations to gather information that may not be provided on a resume
Cons
Can feel repetitive to applicants if the information is already provided on the resume
Can be susceptible to discriminatory questions (they must be aligned to the job)
Email Screens. Email screening is a preliminary method used by employers to quickly assess candidates through brief written responses to a set of questions. This technique helps gauge a candidate’s communication skills, attention to detail, and basic qualifications before moving to more in-depth stages of the hiring process.
Pros
Efficient for both the candidate and employer to quickly gather key information
Allows employers to assess written communication skills and responsiveness
Cons
Limited interaction may not fully capture a candidate’s qualifications or skills
Responses can lack depth, leading to potential misjudgments of a candidate’s suitability
Phone Screens. Phone screening involves a brief, structured conversation between the employer and the candidate to evaluate essential qualifications, communication skills, and overall fit for the role. It serves as an initial filter before moving forward in the hiring process.
Pros
Provides a quick way to gauge verbal communication skills and professionalism
Allows for clarification of resume details and a more personal interaction
Cons
Can be challenging to assess non-verbal cues and body language
May not provide a comprehensive view of the candidate’s abilities or fit for the role
Knowledge & Judgment Tests. Job knowledge and situational judgment tests are written to test applicants’ knowledge and decision making in areas highly relevant to the job. These tests can be done in multiple choice or essay form but scoring must be standardized.
Pros
Allow employers to learn about specific abilities in areas highly relevant to the job
May be viewed positively by applicants as the test will feel relevant to the job
Cons
May be inappropriate for jobs where knowledge can be obtained during onboarding
Can be costly and time consuming to develop valid and reliable assessments
Personality Tests. Personality tests generally assess traits related to behavior and interpersonal dynamics in the workplace. Commonly measured traits include conscientiousness, openness to experience, agreeableness, and stress tolerance.
Pros
Can be useful for roles that require interpersonal interaction and working in teams
Allow organizations to hire a person who may be a good fit for several different roles
Cons
Development requires specialized knowledge in personality traits and measurement
May contain questions that seem intrusive or not related to the job
Cognitive Ability Tests. Cognitive ability tests assess applicants' capacity to learn quickly, apply logic and reasoning, comprehend reading material, and utilize other core mental abilities essential for success in various jobs.
Pros
Are one of the strongest predictors of performance particularly for more complex jobs
Allow organizations to hire a person who may be a good fit for several different roles
Cons
Development requires specialized knowledge in cognitive ability and measurement
Are more likely to produce discriminatory outcomes compared to other assessments
Samples & Simulations. These assessments target specific job skills or knowledge, but can also evaluate general abilities like organization skills, analytical thinking, and interpersonal skills. They involve performing tasks that closely mirror those required on the job.
Pros
Can provide test takers with a realistic preview of the job and the organization
Less likely to be influenced by impression management or fake responses
Cons
May be difficult to keep updated with what is needed for the job
Can be costly and time consuming to develop in a valid and reliable way
Interviews. Well-designed interviews use a standard and structured set of questions and response rating scales to evaluate knowledge, skills, abilities, and other qualities required for the job. They are widely used across nearly all types of positions.
Pros
Provide an opportunity for a two-way exchange between the employer and candidate
Provide insight into communication skills that are not easily captured by other methods
Cons
May be difficult to keep interviewers calibrated and the interview process standardized
May be less practical for evaluating large numbers due to time-intensive administration
At C1C, we advise using a blended approach to hiring that incorporates at least two to three tools tailored to the job's required competencies. If you need assistance in developing your organization's hiring processes, feel free to reach out!
