Informed Decisions

Join us for the #2 session on our TA Greatness webinar series. This time we will delve into the 2nd most important TA KPI - Fairness. Discover how to up your TA game by setting and tracking KPIs for hiring fairness that go well beyond candidate experience. #Informedecisions #TAGreatness #Fairness

The Results Are In, and They Are Bad.... Thanks to all who participated in our survey: "Do the leaders in your company receive any feedback about their decision-making practices and results (hiring, promoting, training)?" We ran this survey in multiple channels and a staggering 90% answered "No". This means that for the most important decisions an organization makes about its most important resource, there is no feedback loop. Now, imagine a basketball player shooting a hoop and then being blindfolded, never knowing if they made the dunk. How in the world can they improve? Leaders must be held accountable for their decision-making practices and results, and they need clear, actionable, and data-driven feedback to learn and improve. Stay tuned for upcoming posts to learn how to implement this effectively in hiring. Feel free to reach out to me to learn more. #InformedDecisions #ActionableFeedback #Hiring

Place your vote and share your thoughts in the comments #informedecisions #measurableTA

In the past month, we have reviewed 100+ companies’ Glassdoor interview reviews and this is what we found: ... One of the key things that destroys candidate experience is the lack of feedback about rejection reasons. Feedback is the greatest present you can give a rejected candidate. Instead of sending them on their way with a generic statement like "we have decided to move forward with more qualified candidates," provide something they can learn from for their next application. Feedback shows appreciation for their time and creates a positive candidate experience. So how do you actually provide feedback? Preferably by phone/video - particularly if the candidate was rejected at later stages of the recruitment process. Ask if they are interested in feedback - sometimes you’ll get a yes when it’s really a no, but most will be grateful. Mention something they did right in the process and what impressed you. Focus on 1-2 skills and provide examples + how they can improve. For example: *Technical skill: “We were impressed with your solution, but your code wasn’t clean enough. We suggest practicing code cleaning and getting your code reviewed on these websites…” *Human skill: “We liked how you approach problems, but your communication was too concise, making it hard to understand your decisions. This position requires clear communication of your thought process. Improve by practicing sharing your thoughts with friends and family.” Although providing feedback may seem time-consuming, it becomes easier with practice. It’s a fair action that can yield positive results for the candidate experience, employer brand, and your own feedback-giving skills.

In the past month, we have reviewed 100+ companies’ Glassdoor interview reviews and this is what we found: ... One of the key things that destroys candidate experience is the lack of feedback about rejection reasons. Feedback is the greatest present you can give a rejected candidate. Instead of sending them on their way with a generic statement like "we have decided to move forward with more qualified candidates," provide something they can learn from for their next application. Feedback shows appreciation for their time and creates a positive candidate experience. So how do you actually provide feedback? Preferably by phone/video - particularly if the candidate was rejected at later stages of the recruitment process. Ask if they are interested in feedback - sometimes you’ll get a yes when it’s really a no, but most will be grateful. Mention something they did right in the process and what impressed you. Focus on 1-2 skills and provide examples + how they can improve. For example: *Technical skill: “We were impressed with your solution, but your code wasn’t clean enough. We suggest practicing code cleaning and getting your code reviewed on these websites…” *Human skill: “We liked how you approach problems, but your communication was too concise, making it hard to understand your decisions. This position requires clear communication of your thought process. Improve by practicing sharing your thoughts with friends and family.” Although providing feedback may seem time-consuming, it becomes easier with practice. It’s a fair action that can yield positive results for the candidate experience, employer brand, and your own feedback-giving skills.

Being a great interviewer requires both asking thoughtful, relevant questions and creating an enabling atmosphere in which the candidate feels free to express their true self. This is exactly what Darren Bush and Chris Haslam did when they hosted our CEO and founder @Shiran danoch on their insightful TA Tech Unboxed podcast. Thanks for a challenging, insightful, and fun conversation about hacking human bias in interviews. Check out the link to the full podcast in the first comment. #interviews #informedecisions #tatechunboxed

🚀 Exciting News! 🚀 Just published on HR.com: Our latest article dives into the world of Interview Intelligence. 📊✨ Discover how Interview Intelligence stands apart from traditional ATS systems and why it's set to revolutionize the future of hiring. Check out the full article in the first comment! 👇 #interviewintelligence #futureofhiring #informedecisions

Test Yourself! 🧠 Test Your Perception 🧠 . . .  Score the following statements on a scale of 1-5 based on how profound you think they are (1 - not at all, 5 - very profound): A. Today, science tells us that the essence of nature is grace. B. Life is the driver of potential. We live, we dream, we are reborn. . . . . . Surprise! These statements were actually generated by an AI “New Age Bullshit Generator.” The tendency to see such statements as profound is known as “Bullshit Receptivity.” In their book “Noise,” late Daniel Kahneman and colleagues reveal that some people are more susceptible to being impressed by seemingly profound statements that are actually shallow or meaningless. If you fell for this, don’t worry—it might just mean you’re in a good mood! Research shows that people in a good mood are more receptive to bullshit and less likely to spot fraud or misleading information. The key takeaway? Don’t come grumpy to an interview, but be aware that some candidates excel at storytelling and speaking in slogans. As interviewers, our job is to break down high-level statements like “my mission is to inspire and deliver” into concrete, real-life examples. How do you spot and handle bullshit in interviews? Share your strategies in the comments #bias #interviews #informedecisions

Reviewing Candidates' Social Media Accounts - Legit or Not? Informed Decisions' Take First, a huge thank you to everyone who participated in our survey! This one was particularly challenging since it's such a complex topic. Let's dive into the complexities: * Public vs. Private: On one hand, information posted online is no longer private. If candidates don’t want it revealed, they shouldn’t post it. Simple, right? * Separation of Lives: On the other hand, candidates should have the same privilege as employees to maintain a separation between their personal and professional lives. This means it might be okay to review LinkedIn profiles but not Facebook, Instagram, or X accounts. * Diagnostic vs. Biasing Information: The most critical point is this – social media profiles may contain diagnostic information that can be useful for hiring decisions, but they will for sure incorporate biasing information that isn’t relevant to job performance. Let's break it down: Examples of Diagnostic Information: * The candidate is responding negatively and toxically to posts regularly. * The candidate is passionate about social justice, reflected in frequent posts (a testimony to their values). Examples of Biasing Information: * Sexual orientation. * Hobbies. * A candidate that party heard on weekends might be seen as wild and unfit but this could just be a way for a diligent worker to unwind. So, what's our take? Most people can’t differentiate between diagnostic and biasing information (which can also vary by position). That's why we recommend avoiding reliance on candidates' social media for hiring decisions. But if you just can't help yourself, at least try to consider which information is truly relevant and diagnostic for the position and which is simply biasing you. Let’s keep our hiring practices fair and focused on what really matters!

3 KPIs to Measure Online Assessments and One-Way Video Interviews