The Role of Predictive Science In Modern Hiring Practices

Today, traditional hiring practices—relying heavily on resumes and interviews—are proving inadequate. In this week’s episode of America Back to Work, Josh Millet, co-founder of Criteria, delves into how technology and science are transforming the recruitment process. 

We capture key insights from that discussion, providing valuable tips and techniques for HR professionals to use scientific methods to enhance their talent decisions.

From Intuition to Evidence: The Shift In Hiring Practices

Josh Millet’s journey into the world of HR tech began with his own frustrations during the hiring process at his previous company. This experience led him to establish Criteria to make hiring more scientific and less about gut feeling. 

Millet explains, “It was one of those moments where I and the person being interviewed, I think, realized it wasn’t a great mutual fit at that point. Already seven minutes in, that was kind of the kernel of the idea that got me thinking about, okay, how can we use assessments and other tools to do this more rigorously and cut down on some of those awkward interviews.”

The Power of Validated Assessments

Criteria’s approach centers around robust validation processes conducted by their team of industrial-organizational psychologists. These processes ensure that the assessments predict important business outcomes such as employee retention and productivity. 

Millet emphasizes the importance of this scientific backing: “The ultimate goal is you want to make sure that whatever kind of assessment you’re using…you’re predicting the kinds of business outcomes that you’re promising your customers.”

Overcoming Traditional Hiring Shortfalls with Technology

The conventional hiring process often falls short because it focuses too much on candidates’ educational backgrounds and work histories, which are not always the best predictors of job performance. Millet advocates for skills-based hiring, which assesses a candidate’s skills and abilities rather than credentials. 

“What’s behind the rise of skills-based hiring, is focusing on the capabilities and the skills that an applicant has, not how they acquired them,” Millet explains.

Cultural Fit vs. Cultural Add

A significant part of the discussion also revolves around ‘cultural fit.’ Millet suggests rethinking this idea to avoid potential biases that can arise during the interview process. Instead, he proposes the concept of ‘cultural add,’ which focuses on what diverse perspectives a candidate can bring to a team rather than how well they blend into the existing company culture.

Enhancing Candidate Experience Through Technology

Criteria also strongly emphasize candidate experience, which is crucial in a tight labor market. Technologies like game-based assessments make the application process more engaging and provide candidates with feedback, which can improve their perception of the company and enhance their overall experience.

The Future of Hiring: Data-Driven and Fair

Looking forward, Millet sees a more data-driven approach to hiring as essential. This approach helps select candidates who are truly suited for the role but also aids in building diverse and high-performing teams. By leveraging scientifically validated assessments to predict job performance, companies can make more informed, unbiased hiring decisions.

Predictive Science In Hiring Practices

This is a compelling shift towards a more scientific, evidence-based approach to HR practices. By integrating validated assessments and focusing on skills rather than credentials, companies can improve the efficiency and fairness of their hiring processes. For HR professionals looking to stay ahead in today’s dynamic job market, embracing these practices could be key to attracting and retaining the right talent.

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