The Science of Hiring: What Actually Works (and What’s Just Hype) Part 1 of 7

Over the next 7 weeks, why don’t you come on a journey with me? Instead of jumping on the skills-based, human-centric, data-driven, AI-powered, DEI-focused, or agile hiring trend bandwagon, shall we look at what the research says, and not Joe Bloggs influencer?

Week 1: The History of Recruitment

Recruitment, “the art of finding the right person for the job” has evolved over centuries. To understand how modern hiring practices emerged, we need to take a step back in time. I mean this really is a Holistic Approach to hiring. And before you think BORING - I promise the context is key so come with me!

We can go back as far as 605 CE

• Imperial China (605 CE): One of the earliest recorded hiring systems, the Chinese Imperial Examination, introduced merit-based selection. Candidates were tested on Confucian philosophy, literature, and governance, ensuring hires were based on knowledge rather than nepotism.
• Medieval Guilds (12th-15th Centuries): In Europe, guilds selected apprentices based on recommendations or familial ties. Training and hiring were deeply tied to relationships, and skills were passed down through years of mentorship.

Industrial Revolution

• Factory Hiring (18th-19th Centuries): The Industrial Revolution shifted hiring from craftsmanship to productivity. Factories prioritised physical ability and basic literacy over other traits. Hiring was largely transactional and informal, focusing on filling roles quickly.

Early 20th Century: Scientific Management and Psychometric Testing

• Frederick Taylor’s Influence (1910s): Taylor’s scientific management emphasised efficiency and productivity, using time and motion studies to evaluate workers.(In factories, workers were recruited based on their ability to handle tasks like shoveling, assembling, or machine operation, rather than general labor skills.)
• Psychometrics Rise (1920s-1940s): Intelligence tests like the Stanford-Binet and military aptitude tests during World Wars I and II laid the groundwork for standardised hiring. Personality assessments like the Myers-Briggs Type Indicator (MBTI) also emerged, aiming to match traits to roles. (Even if Myers-Briggs is for me a scam and totally a pseudo science!)

Mid-20th Century: Cognitive Ability Tests and Structured Interviews

• Cognitive Ability Tests Dominate: By the mid-20th century, intelligence testing was the "gold standard" for hiring, with research suggesting a strong link between cognitive ability and job performance. These tests focused on problem-solving, logical reasoning, and verbal aptitude.
• Structured Interviews Introduced: To address the subjectivity of traditional interviews, structured interviews standardised questions and scoring. Research from the 1980s onward validated their ability to reduce bias and improve fairness, cementing them as a cornerstone of modern hiring.

Modern Era: Toward Holistic and Inclusive Hiring

• Challenges to Cognitive Tests: Critics highlighted potential cultural and socioeconomic biases in cognitive testing, leading to a search for more inclusive methods.
• Rise of Job-Specific Assessments: Practical tools like work sample tests and simulations gained popularity for their relevance to job performance.
• Candidate Experience Matters: By the late 20th century, companies began prioritising the candidate experience, recognising its impact on employer branding and long-term success.

Sackett et al. (2022) Challenge the Status Quo

Recent research by Sackett and colleagues re-examined decades of hiring data, challenging long-held assumptions:

• Structured Interviews as the Strongest Predictor: Their findings showed that structured interviews outperform cognitive ability tests in predicting job performance.
• Focus on Context and Fit: Job-specific assessments like work sample tests and job knowledge evaluations proved highly predictive, emphasising the importance of context and real-world applicability.

Why is this important ? Well context is king so lets trust the process

We have known that since ancient times to today's data driven approaches, recruitment has tried to balance fairness, relevance, and efficiency. Sackett et al.’s work underscores the next step in this journey a shift from focusing from only on intelligence to embracing adaptability, cultural fit, and potential. This is why I think we should be careful about reinventing the wheel based on a theory like skills based hiring or the next big selection process fad.

This history lesson serves a purpose to reminds us that hiring practices must evolve alongside societal and technological changes to stay relevant and effective, even more so now AI is in the mix.

Now the history lesson and context layer has been provided next week, we’re diving into

Week 2: Understanding the Predictors of Job Performance. We’ll explore what research tells us about the best indicators of success and how to apply them in today’s recruitment world.

See you next week!

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