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:
- What predicts success: what screening methods are best for predicting success on the job.
- How to reengineer your funnel: two different ways you can reengineer your hiring funnel to make more accurate hiring decisions, and how to do it step-by-step.
- What it looks like: how 4 companies are reengineering their hiring funnels to hire better, faster, and promote diversity.
Who should download this whitepaper:
- Talent acquisition professionals having difficulty finding enough qualified talent.
- HR leaders struggling to increase the quality & diversity of their candidate pools.
- Talent acquisition leaders looking for ways to decrease time to fill, increase new hire quality, and reduce bias in the hiring process.
- Recruiters looking for examples of what the hiring process will look like in the future.