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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.

• Look for job-specific survey libraries mapped to thousands of jobs.
• Soft skills coverage
• Leadership and management role–specific questions
2. It’s not easy to use – so it’s not adopted by your people and doesn’t integrate easily with the way you work today.
• Ask how fast you can get feedback
• Can individuals manage their own candidates?
• Can you segment your workforce and set rules?
3. It’s not 100% compliant – so you can’t be confident you’re operating safely.
• Watch out for categorization (charts that may steer decision-making subconsciously)
• Does the vendor collect demographic information and conduct studies to prove there is no bias?
4. You don’t have access to the right smarts – from the people who built it or the experts who can support you when you run into issues.
• Look for evidence of customer support excellence, a dedicated team of support and an in-house team of I/O psychologists
5. The tech isn’t secure and reliable – so it doesn’t play nicely with your ATS and other HR systems.
• Make sure there’s open API for integration, and a track record of successful integrations
• Is it mature technology that is widely used supported by experienced people?
6. Your passive sourcing is too…passive – so you miss opportunities to find great new talent.
• Go beyond simple name gathering – look for branded opt-in communications tools, a pipeline dashboard and referral submission
7. You get data…but not useful data – so you don’t know what your next move should be.
• So it’s really an aggregator, and not an analytics tool
• Look for behavioral interview guides based on feedback, and candidate comparison reports
8. It doesn’t give you all the information you or your hiring managers need – so you don’t get the full picture of your candidates.
• Look for managers and co-workers ratings to be presented in separate views
• A candidate comparison report to help you compare feedback side by side
• Are there flags so you can investigate potential candidate faking?
9. Healthcare – does it cover all the roles you’re hiring?
• Does it include surveys for various healthcare roles from administrative to nursing to physician?
• Are there companion solutions to make clinician credentialing easier through peer referencing, affiliation verification and committee review?
10. Your reference system doesn’t provide reference for its own performance – so you don’t know if it’s actually getting you results.
• Ask to see validity studies for its own data post-hire
• Is there data to show its reference feedback is predictive of post-hire turnover or success?
Check out our infographic to learn more.

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