Great Hiring Decisions Incorporate Predictive Data
It's hard to understand someone fully, even when you've known them for years. People evolve, change, and adapt. Therefore, it is not surprising to learn that during the hiring and selection process, it is nearly impossible to predict how someone will perform, let alone if they're the right person for the role.
Most hiring decisions are based entirely on resumes and interviews which provide past and current candidate data. Yet it is predictive data we seek because intuitively we understand that it is a critical element of a hiring best practice and yet it is missing from over two thirds of today's hiring decisions according multiple studies.
Perhaps this accounts for the growing trend toward longer and multiple marathon interviews fueled by our obsession to fill the void "How will this person actually perform on the job"?
A SHRM study revealed that 70% of hiring managers make impression driven decisions in the early minutes of the interview.
A PXT Select "State of Hiring" survey for 2023, and conducted by Wiley revealed that only one out of five hiring managers (Scope of Survey 5000 + Managers, HR, and TA specialists) used some form of predictive data to bridge the gap existing between resume and interview.
Although there are many tools to help organizations learn about a person: resumes, learned skills and experience, education, training, structured job interviews, and background checks, none of these can predict an individual's future performance. The usual methods tell us about their past and present, but you need to select for the future.
When you know your people - new candidates and current employees- at a deeper level you'll learn their true nature, aptitudes, and interests. If you think of a person like an iceberg, you will notice that we all have parts of our job persona that are readily observable and parts of ourselves that remain under the surface.
Some behaviors are seen in our daily workplace interactions, including skills, experience, and education. Below the surface is the structure or essence of a person that supports what's seen above the surface, including thinking style, behavioral traits, and motivations.
With our job fit feature, our assessments reflect the areas of the person-environment fit, giving you an objective measure of a person's aptitudes, personal abilities, and motivations as they relate to the role requirements.
Our assessments use statistical analysis, which helps you determine the candidate that fits the job requirements best - setting you up for success from the beginning of the hiring journey.
We are proud of our twenty year history of helping employers of every size and across the industry spectrum hire simpler, smarter and retain better.
Below is just one of our many success stories.
A financial services company hired three loan originators throughout 2020. The first two decisions were based primarily on interviews and not the candidate's job fit scores. The CEO leaned heavily on interviews over assessment data. Old habits die hard.
Reading Job Fit Scores
Job Fit Scores of 86% or higher are considered to be an A grade excellent fit. The maximum score is 95% - allowing for a 5% margin of error.
Scores 80% to 85% are a B level meaning that with the recommended coaching report the candidate could be successful. Scores in the 70% range are unlikely to succeed in the role.
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Candidate 1 Gave an excellent interview but scored only 76% Job Fit but was hired anyway and quit three months later.
Candidate 2 Gave an impressive interview and scored 80% Job Fit but left after 5 months.
Candidate 3 Did not give a highly impressive interview but scored 92% Job Fit and is currently a valuable contributor to the team three years later.
Summary
The CEO is now less reliant on interviews for hiring and has a firm belief in the power of predictive job fit data as a key element in the company's hiring decisisons and retention process.
Discover the many pre hire and post hire retention benefits of the PXT Select by participating in our Pilot Evaluation Program today.
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