If you sit down with a number of HR executives and ask each of them which questions companies should ask candidates during the interview process to ensure they select the “best fit” person, you will likely hear a spectrum of answers.
Over time, companies tend to develop their own processes and/or techniques (e.g. psychographic testing) to suss out whether or not a candidate will succeed in their organizations. Even technology is beginning to play a role. A new company has emerged – AIngel spun out of NYU – that is using AI to assess candidates, even entire management teams, based upon their social media posts, LinkedIn profiles, and any other digital “exhaust” to predict their ultimate success. No permission is required by the candidates/teams nor do they need to know they are being profiled. AIngel uses its ML-based algorithms tp compare an individual’s traits against others known to be successful in similar roles to determine the likelihood of the candidate’s (or an entire management team’s) success — with surprising accuracy.
Beyond ensuring no employment laws are violated, companies of any size must develop a talent recruitment and hiring process that enables them to quickly and accurately identify which candidates are the most likely to be successful in their company.
The dilemma is that interviewers are typically required to reach a conclusion in a 60-90 minute span of time and decide whether or not the candidate is capable and best suited to perform the role. This is truly a difficult task. The industry statistics suggest many don’t get it right.Continue Reading …
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