An alternative to resume reading and screening for HR professionals who want to get the best results for the company
It’s been nearly 25 years since Schmidt and Hunter’s peer-reviewed article on the psychology of personnel selection showed that then, and now, HR teams still select the wrong people. They found that there was very little correlation (about 25%*) between the perceived qualities of the candidates based on their CV and the performance of the preferred candidate when he got the job.
In addition to the selection of people who are not up to the jobs offered to them, there is a great deal of evidence showing unconscious race and gender bias towards white men. Yet we know that the more diverse a leadership team is, for example, the higher the organization’s revenue – a trend commonly attributed to increased innovation. Sometimes it’s not until machine learning is tasked with selecting candidates that existing biases become apparent, with the AI simply replicating the biases of the training corpus given to it – Amazon’s experience there just a few years ago, for example.
So while HR teams completely reject technological aids when selecting candidates for an interview, they instead rely on human judgment, which is extremely unreliable. In fact, it can vary in quality depending on whether the reader has eaten a meal recently or is swayed by a great resume they’ve just read, so the one they have in their hands immediately afterwards is very likely to be put on the stack rejected.
Finally, how many of us create a CV that has a… variable relationship with the truth? Hiring managers hope applicants aren’t lying, but more than 75% of job applicants have admitted as much to researchers who compiled the Future of Work 2021 survey for job site Monster. It is safe to assume that respondents were guaranteed anonymity when completing their responses.
So if a CV is at best an interesting historical throwback to a time when people (including rumored Leonardo da Vinci) wrote letters to potential employers, why hasn’t every employer opted for a better way to screen applicants?
The answer is probably a lack of alternatives that have proven to be more effective. Understandably, hiring managers are skeptical of some of the technology “solutions” that have been very heavily marketed in the industry. Platforms that claim to be able to scan video applications made by candidates and select the best people for an interview are unfortunately not a fiction.
It’s also worth noting that platforms like Indeed and LinkedIn run algorithms that aren’t necessarily designed to find the best candidates. Rather, it is in the interest of these platforms to push the most likely candidates do not challenge an employer’s preconceptions about the type of resume they want to see. This way, the employer is much more likely to continue using the platform – and the revenue stream from the platform is ensured.
Many tech HR recruiting solutions are tailored to a particular industry – for example, online coding tests for software developers – but companies of a decent size (eg 100+ people) need a competency-based assessment tool that can test a wide range of positions in the organization. That’s why skills-based hiring, described as “the latest recruitment buzzword” by the World Economic Forum, is growing in popularity among working hiring professionals.
Next Play Ventures, a venture capital firm created by Jeff Weiner, the former CEO of LinkedIn, was an initial investor in TestGorilla, which then secured $70 million in Series A funding in June 2022. the company range from attention to detail via Node.js programming through intermediate Norwegian – and its library of peer-reviewed tests is growing (the platform is actively recruiting subject matter experts to expand its already impressive reach ).
If HR is to be weaned from its misguided reliance on resumes, the alternative must be better than one-size-fits-all computerized testing. Resumes encourage the selection of “culture-consistent” candidates rather than broadening the culture and making it more dynamic, and first-track psychometric tests simply identify people who do well on tests.
In the next article in this series, we will look at the scientifically backed recruitment method that is competency-based assessment. We’ll see how American companies are discovering that better candidate selection leads to significantly better business performance, thanks to their employees. Until then, learn more about TestGorilla, its methods and its philosophy.
*Correlation coefficients (r) range from -1.0 to +1.0, with more than +0.4 representing a “strong relationship”. The average r of experience and education is +0.14.