Weekly digest
Interview prediction, also known as interview forecasting or candidate selection predictive analytics, refers to the use of data and statistical models to predict the likelihood of a candidate being a good fit for a job position based on their interview performance.?This technique is becoming increasingly popular among HR professionals and hiring managers as it helps to streamline the hiring process, reduce unconscious bias, and make more informed decisions.?Like anything else, there are pros and cons to this approach.?Let’s consider a few of them.
I recently spoke to MBA students and alumni at Washington State University about executive hiring strategies.?One idea that particularly resonated with attendees was using OSINT and HUMINT to gain a competitive advantage.?With over 4,000 applicants competing for a single role at a company, your odds of reaching the recruiter screening stage are approximately 0.025%.?Receiving that initial call can feel as rare as hitting a small jackpot at a slot machine.?Once you secure that call, how can you enhance your chances of progressing through the interview stages and ultimately landing the job??Sir Francis Bacon famously wrote, “Ipsa scientia potestas est” (knowledge itself is power).?Thus, the more knowledge you have about the company—and especially about your interviewers—the better prepared you will be.
At Team JTC, we’ve noticed how often the conversation about pay inequity ignores the deeper intersections—like how race and age amplify the gap or how caregiving penalties hit women hardest.?The gender pay gap has been around for decades, and despite a lot of noise, several policies, and huge commitments, women are still paid less than men.?And let’s not forget, this pay gap doesn’t hit everyone the same way—it’s worse for women of color and older women.