Ever find yourself in a heated discussion with other members of a hiring committee because you couldn’t seem to reach consensus on a candidate?
There are a number of reasons for this type of disagreement, but they generally boil down to a single issue: You haven’t clearly defined the role. This means that some interviewers may end up evaluating candidates on irrelevant criteria or neglecting to assess the most important qualities for the role.
That’s why the structured interview approach is so powerful.
Instead of relying on gut feelings and the personalities of the interviewers, you begin with a strategic kick-off meeting between the hiring manager and talent acquisition. Continue reading
Implementing People Analytics
Michael Cavaretta, Lead Data Scientist (before data science was cool) at Ford Motor Co. crafted a striking article on the fundamentals of analytics. With over 15 years experience, Michael points out the most critical question that is too often overlooked, “so what?”
Many analytics presentations crash and burn because no one answered the question, “so what?”
We often talk about the power of people analytics and the potential it holds for business large and small. Michael even makes note in his piece, “Anytime you look at business metrics there is an opportunity to use analytics. A hot area right now is the application of big data and analytics to HR processes.”
It’s clear that human resources and hiring are itching for a revolution – but without defined strategy, many firms will fail. Continue reading
Just when you thought you were on top of the newest HR trends: video interviews, payroll automation, virtual conference rooms… “People Analytics” crops up. What does it even mean? And where should you start?
The term people analytics refers to any data-backed people management decision. While it seems to be the hottest buzzword in HR circles today, be weary of implementing too quickly. In an expert panel last week David Woodward, Chief Product and Innovation Officer at Ceridian put it well, “HR mustn’t run before it can walk. Getting an accurate headcount is still a challenge for some companies.”
If this rings a little too true at your firm, don’t panic – small, calculated steps can quickly put you ahead of your competition and there is a lot of new software out there to help you. Continue reading
The best way to assess a sales rep’s personality is by, well, using an assessment. But if you want to also assess a sales rep’s personality in an interview, our infographic below summarize the research on how to accurately do it.
The sales rep’s personality traits that are best assessed in an interview
Research has found that people are more accurate when judging someone else’s personality on more observable traits such as how extraverted or hardworking that person is.
Research on personality and interviews has found this to be true: Extraversion and Conscientiousness show the highest correlations between self-rated personality and interview ratings. Continue reading
An Introduction to HR Technology
You’ve read it in the headlines. You’ve heard it at the watercooler. #HRtech seems to be the next big thing on your twitter feed. But what does it actually mean?
You can find a detailed definition of the emerging term here, along with examples and industry jargon – but if you’ve only got 5 minutes, here’s what you need to know.
15 Second Definition of HR Technology:
Technology used to attract, hire, and retain talent.
Origin of HR Technology:
The term itself has evolved over time, loosely from the days of Paper-based Systems > PC Systems > Electronic Databases > to today’s Web-based Technology
#HRtech, People Analytics, HR Predictive Analytics, HR Big Data
HR Technology Names to Know:
Chris Russell (@Chris Russell
), RecTech Media,
Chris is considered the ‘mad scientist of online recruiting’. Continue reading
Did you know that everything you’re doing when you hire salespeople can be done in a more scientific way?
I’m proud to introduce Ideal Candidate’s new video series: The Science of Sales Hiring.
In this series, I’ll show you how to apply the latest scientific research to help you find, attract, and hire the best salespeople for your team. I’ll also be sharing research-based tips on how to motivate and increase the performance of your sales team.
And why do I want you to use science in your sales hiring so badly?
Research featured in the Harvard Business Review found that using data and science when hiring led to a 50% increase in quality of hire as measured by outcomes such as:
performance ratings by supervisors
employees’ number of promotions
employees’ ability to learn on the job
Having an opinion is nice, but then you’re rolling the dice. Continue reading
At Ideal Candidate, we’re passionate believers of job matching salespeople to your sales role using data. Why?
Job matching salespeople to your sales role using data decreases your cost-to-hire
The typical recruiter fee is 20-25%. Using job matching software to hire salespeople saves you 25-40% in recruitment fees because using software is much more efficient and scalable. This adds up to several thousands of dollars saved per sales rep hired.
Job matching salespeople to your sales role using data decreases your time-to-hire
The average time-to-hire for salespeople is 40 days. Using job matching software to hire salespeople reduces your average time-to-hire to 28 days because again, of how efficient and scalable it is. Continue reading
Maybe you just graduated college. Maybe you’re considering a career change. Maybe you just read The 5 Best Things About Being A Salesperson. In any case, you’re asking yourself the question, “Is a job in sales for me?”
The reality is everyone is selling something. You might already be in sales and not even know it! But a true sales job, one where you’ve got “sales” on your business card, is a little different. Sales roles can make for very rewarding careers, yet, as fulfilling as a job in sales can be, it’s not for everyone. My experience in software sales has taught me a few things that I believe the whole sales world would echo. Continue reading
Time to hire has steadily increased since 2009 according to a recent analysis by Glassdoor. In today’s candidate-driven job market, each day you delay can mean losing out on a valuable hire. In fact, according to MRINetwork’s 2015 recruitment survey, the number one reason for candidates rejecting a job offer was accepting a competing one.
But is faster necessarily better when it comes to hiring?
The length of the interview process
An analysis of 344,250 interview reviews on Glassdoor found that the average job interview process takes 23 days.
For startups and small companies (less than 250 employees), the average interview process takes 15-20 days. Continue reading
Prior research has shown how cues on resumes can lead to gender discrimination and racial discrimination in hiring.
A new study conducted by Derous and Decoster found that resumes can lead to another type of hiring bias: age discrimination.
How resumes can lead to age discrimination
Researchers Derous and Decoster asked 610 supervisors and managers to read a job description and then evaluate four equally qualified resumes that differed in:
Name: old-sounding vs. modern
Hobbies: old-fashioned (e.g., playing bridge) vs. modern (e.g., snowboarding)
Date of birth: included vs. excluded (Note: This research was conducted in Belgium where it’s common for an applicant to include date of birth on their resume)
The results found that applicants with old-sounding names and old-fashioned hobbies and applicants with modern-sounding names and old-fashioned hobbies were rated as less suitable for the job than applicants with modern-sounding names and modern hobbies and old-sounding names and modern hobbies. Continue reading