After having conducted 5,000 interviews, tracked the performance of hundreds of new hires, and trained 15-20,000 recruiters and hiring managers in the last 30 years, I can safely conclude that these are the three big reasons why the interviewing process is flawed
1. Not everyone who has a vote knows what they’re voting for
2. People who interview candidates assume lots of things and ask lots of questions that don’t predict performance
3. The voting process is rigged
To know more about the article, click here.
You might also be interested in:
Today’s turbulent and rapidly shifting jobs market can raise some unprecedented challenges for CEOs and hiring managers. As talent management expert Josh Bersin recently noted, “We have entered one of the most confusing job markets in decades. While the unemployment rate continues to drop, companies are also worried about the slowdown. So they’re ‘hiring’ and ‘laying off’ simultaneously. What a confusing time.”
The world of work is undergoing a historic transformation, and with it comes new phrases that attempt to define the moment. Think: the Great Resignation, the “Why I Quit” Era, and the like. A new term has emerged this year and recently took social media — as well as mainstream media — by storm: quiet quitting.