"You can only predict what you can measure," says Tomas Chamorro-Premuzic, a world-famous expert on psychological profiling and talent management. In a recent article for Fastcompany.com, he pointed out that if recruiters want to predict properly whether an applicant is really suitable for a company and the offered job, they must have:
- Precise information about the job offer - skills, experience and expertise required to perform the job
- Precise information on corporate culture - formal and informal rules of interpersonal relationships in the company
- Objective tools to assess candidates in relation to points 1 and 2
Why do recruiters still rely on their inner feelings when selecting employees, although they now have very accurate scientific studies, workplace simulations, structured interviews, or psychometric tests available? Chamorro-Premuzic believes they simply overestimate the candidates' qualities in the following areas.
Confidence
Self-confident candidates can make an excellent impression even during a short interview. However, self-confidence has little to do with competence. In addition, self-confident people lack wider awareness of their own shortcomings. There are also psychopaths among them who are especially dangerous for companies when working in leading positions.
Education and practice
The latest scientific findings show that education and length of practice are only weak performance indicators. Nowadays it is more important what we can learn than what we already know.
Conscientiousness
You may be wondering who would not want to hire a conscientious worker. Extreme conscientiousness, however, goes hand in hand with lower intelligence and limited cognitive abilities. It also prevents the use of creativity and strategic thinking.
Conformity
Many companies say they are looking for extraordinary individuals able to shake up the current running of things. In reality, however, they usually hire the candidates who best fall into line. This is an easier and more pleasant route. However, they can't then expect any special innovations.
Does selection of employees in your company depend only on your recruiters' feelings, or do you rely on more tangible pieces of evidence?
-kk-