A blog of fresh ideas and findings from organizational leaders and researchers on how they’re making work better, shared regularly.
Hiring is a challenge for organizations of all sizes, but by using some science-backed structures and methods, the process can be made fairer, more efficient, and more accurate.
Taking a tip from how teachers grade a stack of tests, “chunking” job applications has been shown to help reduce bias and increase the accuracy in hiring.
See how a fast-growing company finds candidates who will not only thrive in their culture, but enhance it by using cross-functional interviews.
Code for America wants tech-savvy civil servants to improve public services. After studying hiring practices at cities and states across the US, they learned that governments needed to use 21st century hiring practices in order to recruit the right talent.
For almost any organization, it’s the employees who make it what it is – doing the actual work and shaping the culture. That’s why hiring is the most important thing organizations do, and it pays to get it right.
Finding, assessing, and hiring exceptional talent is never easy, but there are ways to structure how you screen, interview, and woo candidates to help you make better decisions.
As the sole HR person at a small company, I decided to take a page from re:Work and run my own experiments to see how data could improve our people-related decisions.
To cut down on time to hire, Google’s staffing team examined past interview data and determined that four interviews was enough to make a reliable hiring decision.
Hiring someone new is a critical decision for a team or organization, and every step of the hiring process contributes to the final outcome. Use these resources from Google to help you approach hiring in a fair and structured way.
Is it worth the extra time to get an extra interviewer to vet a candidate? The latest research from the Behavioural Insights Team in the UK shows just how valuable an extra reviewer or two can be to making the best hiring decision.
In a structured interview, well-trained interviewers ask a set of planned, rigorous, and relevant interview questions and use a scoring guide to make sure their interview ratings are accurate.
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