Are You Hiring Intuitively Or Analytically Or A Combination Of Both?

A new CareerBuilder survey of 2,201 hiring managers and human resource professionals across industries and company sizes reports that 49% of employers believe they know within the first five minutes of an interview whether a candidate is a good or bad fit for the position, and 87% believe they know within the first 15 minutes.

Candidate traits  which many recruiters identify in this intuitive, somewhat impulsive manner of hiring include confidence,  assertiveness, entrepreneurial spirit, gregariousness/leadership potential and 5) adaptability/flexibility; behaviors that are possibly as important as education, job experience and technical skills listed on resumes.

In an article about this report in Human Resource Executive, Ravin Jesuthasan, the global head of talent management at Towers Watson in Chicago observes that a  problem with snap judgments is that hiring managers all too often make up their minds based on their personal preferences of what ideal candidates should look like, versus what is “good enough” for the actual job at hand.  Jesuthasan recommends employing assessment tests which are “personality-agnostic.”

Jay Floersch, solutions architect at Aon Hewitt’s client solutions and strategies practice in Kansas City, Mo, adds, initial assessment tests with bell curve results can help weed out the most unfit candidates before interviews are scheduled. He also suggests recruiters have potential candidates record initial digital interviews on their own computers, asking a few general questions to further hone in on the best candidates to actually be interviewed in person by the hiring manager. In these digital interviews, recruiters could get potential candidates to talk about what they liked best about their past jobs and what they are looking for in their careers.

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