7 strategies for minimizing selection error during hiring

According to data from this year’s State of Skills-based Hiring report, the majority of employers we surveyed in 2023 (60%) expressed difficulties with finding talent.

The question is, in a market brimming with great candidates, why is it so hard for companies to make good hires?

At TestGorilla, our Assessment Team, a group of IO psychology, data, and psychometric experts, is focused on understanding the science behind effective recruitment practices.

When it comes to making the right hiring decisions, a key concept that comes up again and again is selection error.

What is selection error? ??

Selection error, in the context of employment screening and hiring, refers to mistakes made during the selection process that lead to the hiring of unsuitable candidates or the rejection of suitable candidates (i.e., selection misses).

These errors must be reduced if employers want to maximize hits and minimize misses during hiring.

In other words: minimized selection error = better hiring decisions.

What does selection error look like in practice????

Here’s an example of how selection error might play out in a real-life hiring scenario.

??? Imagine that a company is hiring for a software developer position, and they only use technical assessment to screen candidates.?

The assessment can either label a candidate as a "Pass" (suitable for the role) or a "Fail" (not suitable for the role).

In this context, a selection hit can occur in two ways:

? A true positive hit: a candidate who is truly qualified for the software developer position and a good fit for the company takes the assessment and is correctly labeled as "Pass." The candidate is hired and performs well in the role.?

? A true negative hit: a candidate who is unqualified for the software developer position or who lacks fit with the organization is not hired.

A selection miss can also occur in two ways in this scenario:

? A false negative miss: a highly skilled candidate takes the assessment but is incorrectly labeled as "Fail." The candidate is not hired, despite being well-qualified for the software developer position and a good fit for the company.?

? A false positive miss: a candidate with inadequate skills and qualifications for the role is incorrectly labeled "Pass." The candidate is hired but struggles to perform well or voluntarily leaves the company due to value misalignment.

?? Mis-hires can cost a business up to 24 times the employee’s annual salary.

7 strategies for minimizing selection error during hiring

1 - Conduct a comprehensive job analysis ??

Conduct a thorough job analysis to identify the key skills, knowledge, and attributes required for the position.

This will help you create accurate job descriptions and relevant assessment criteria, ensuring you select candidates who match your job requirements (and are likely to be hits).

2 - Use multiple assessment methods ??

Use a combination of interviews, technical assessments, behavioral assessments, and reference checks to gather a holistic view of the candidate's suitability for the role.

A holistic approach to hiring helps employers hire candidates who are well-qualified and have work preferences and values that align with the organization. This, in turn, boosts the likelihood of selection hits.

3 - Use standardized assessments ??

Ensure the assessment process is standardized, meaning every candidate is evaluated using the same criteria and benchmarks.

A lack of standardization leaves room for unconscious biases and therefore, more vulnerable to selection misses.

4 - Use culture add assessments ?

Use a culture add test to ensure the candidate’s work preferences and values align with the organization to prevent selection errors.

Candidates who are well-qualified and a good fit for a company’s culture are more likely to stay with the organization.?

5 - Carry out interviewer training ??

Train hiring managers and interviewers to conduct fair and structured interviews, reducing the influence of biases during the interview process. When biases enter selection decisions, selection misses are more likely to occur.

6 - Implement trial periods or probation ??

Consider implementing trial periods or probation periods for new hires. This will help you to assess the candidate's actual performance on the job before making a final decision, increasing the likelihood of selection hits.

7 - Regularly evaluate your selection process ??

Continuously evaluate and gather feedback on the effectiveness of your selection process and gather feedback from employees to identify areas of improvement. This way, if a certain part of your process is maximizing selection error, you can quickly identify and amend it.

?? Cut the BS: Understand the theory behind recruitment to make better hiring decisions

By learning about the science and implementing these strategies, your organization can reduce the chances of making costly selection errors and build a stronger, more productive workforce.

?? If you'd like to learn more, you can check out some additional resources from our assessment?team here:?

• A brief introduction to: Candidate satisfaction
• A brief introduction to: Validation studies
• A brief introduction to: Behavioral competencies

??Join the conversation: Do you think your hiring process could benefit from a more scientific approach or do you still trust gut instinct to drive your recruitment efforts?