Real data on a candidate’s past performance is the most predictive insight you can get to make better hiring decisions. But only if you’re using a solution that uses best practices in industrial organizational science.
Here are some pitfalls lying in wait when you use the wrong solution. For more details, check out our infographic.
1. It doesn’t even ask the right questions – so all your work could be undermined, worse, this can put you at risk for EEOC compliance.
• Soft skills coverage
• Leadership and management role–specific questions
• Can individuals manage their own candidates?
• Can you segment your workforce and set rules?
• Does the vendor collect demographic information and conduct studies to prove there is no bias?
• Is it mature technology that is widely used supported by experienced people?
• Look for behavioral interview guides based on feedback, and candidate comparison reports
• A candidate comparison report to help you compare feedback side by side
• Are there flags so you can investigate potential candidate faking?
• Are there companion solutions to make clinician credentialing easier through peer referencing, affiliation verification and committee review?
• Is there data to show its reference feedback is predictive of post-hire turnover or success?