Candidates: Are you interviewing and need support?
Structured interviews are one of the best predictors of success on the job.
But they are almost always reserved for the end of the hiring process, not the beginning. This means that the first screening decisions you make are probably excluding some of the best talent from your hiring pipeline.
That's why four companies have reengineered their hiring funnels to move the structured interview to the beginning of the hiring process: increasing new hire quality, decreasing time to hire, and reducing bias.
They know that common screening factors like GPA, university choice, years of education, work experience, and reference checks are not good predictors of success.
According to a meta-analysis on different selection methods in hiring, structured interviews had 2x the predictive validity of reference checks, 3x the predictive validity of work experience, and 5x the predictive validity of years of education.
In our latest whitepaper, “Reengineer Your Hiring Funnel to Stop Losing Great Talent”, we show you how they did it, and how you can move the structured interview to the front of your hiring process.
This empowers your recruiters and hiring managers to make more accurate, scientific screening decisions. You can rely less on gut feeling and unreliable screening methods and reduce the potential for bias.
Learn how to reengineer the conventional hiring funnel.
Since you’ve identified top candidates from the very beginning, you can move quickly with the best and beat your competitors to top talent. In this whitepaper, you’ll learn:
Who should download this whitepaper: