From corvee to quality:
The need for professional selection by hiring managers

  • Marco van Aarle

Despite the importance of hiring managers in choosing the right candidates, they are rarely judged on the quality of their selection decisions. Often, they use unstructured interviews, which have been proven to be ineffective. This article argues for the adoption of structured selection procedures to enhance the quality of new hires.

Unstructured interviewing: a persistent phenomenon.

It is striking that hiring managers are not judged on the quality of their selection decisions despite the great importance of these decisions to the success of an organization. Many hiring managers still see the selection of new employees as a tedious task that must be done in addition to their regular responsibilities. It results in a lack of preparation and a tendency to postpone or put off the task under the guise of being too busy. As a result, the unstructured selection interview is still the norm despite evidence that it is unreliable and valid for selecting the best candidates.

“Laszlo Bock described the selection procedures at Google as a random mess ”

An interview with Laszlo Bock, former Senior Vice President of People Operations at Google, in the New York Times in 2013 revealed how chaotic and inconsistent selection interviews were at Google. Bock described selection procedures as a “random mess,” where interviews were often unstructured, and their outcomes had no predictive value for employee performance. Even though Google was known for its innovative approach to HR, they were not immune to the pitfalls of unstructured interviews.

Careful selection contributes 1-to-1 to improved productivity.

Another important aspect is the difference in productivity between average and top performers. Research by McKinsey, as described in their report “The War for Talent,” shows that top performers can be up to 400% more productive than average employees. This huge difference in productivity highlights the importance of high-quality selection procedures. An organization that fails to attract and retain top performers risks falling behind competitors who do.

Avoid bias? Learn more

Validity of structured versus unstructured interviews

Discussing the validity of selection procedures is crucial, as they play a fundamental role in hiring the right candidates. Validity refers to the extent to which a selection procedure actually measures what it intends to measure and thus predicts how well a candidate will perform in the job.

Numerous studies show structured interviews have much higher predictive validity than unstructured ones. Structured interviews follow a set pattern: all candidates are asked the same questions, and responses are assessed consistently. This makes for a more objective and reliable selection process.

Unlike structured interviews, unstructured interviews often rely on the interviewer’s impressions and intuition. This leads to inconsistencies and a higher likelihood of bias, reducing the selection process’s validity (predictive value). This is a significant reason why hiring managers should move to structured interviews.

“Better validity of selection procedures begins with avoiding unstructured interviews.”

Scientific research on validity of selection procedures.

The validity of various selection methods has been extensively studied. For instance, Schmidt and Hunter (1998) conducted a meta-analysis on the validity of different selection procedures. They discovered that structured interviews had a validity of approximately 0.63, while unstructured interviews had a validity of only about 0.38. This implies that structured interviews are significantly more effective at predicting future job performance than unstructured interviews.

Improve talent acquisition structurally? Learn more.

Case studies and best practices

Notably, many leading companies have transitioned to structured interviews and other valid selection methods, such as psychometric tests and assessments. A prime example is Google, which overhauled its selection procedures following the Laszlo Bock revelations. The company invested in training its hiring managers in structured interview techniques, leading to a marked improvement in the quality of assumptions and a more equitable and consistent selection process.

“The quality of your employees depends on the quality of the training that hiring managers receive.”

The importance of training and development

To ensure the validity of selection procedures, hiring managers must be trained in the use of structured interviews and other evidence-based selection methods. This can take the form of workshops, online courses, and ongoing professional development. It is important that these trainings are not one-offs but that hiring managers receive regular refresher training to stay abreast of the latest insights and techniques.

In conclusion

The limitations of unstructured interviews underscore the necessity for hiring managers to transition to structured and valid selection procedures. This shift not only allows for more accurate candidate assessments but also promotes a fairer and more consistent selection process. The significant impact of top performers on organizational productivity and success further underscores the urgency for hiring managers to be equipped with the skills to identify and select the right candidates.

In the words of Laszlo Bock, “Hiring is the most important people function you have, and most of us aren’t as good at it as we think.” Organizations must face this reality and adjust their selection processes accordingly. 2013 is more than ten years behind us, but unstructured interviews are still the norm in many companies. However, there is a quick win to make.

Contact

Facebook Twitter Linkedin

Assessments

Services

Copyright © 2016-2024

Assessment diensten

Starcheck

Assessments

Downloads

Actueel

Facebook Twitter Linkedin

Contact

Assessment service

Starcheck

Assessments

Downloads

News

Facebook Twitter Linkedin

Contact

Request Assessment

  • Assessments in forty languages
  • Experienced psychologists NIP
  • Scientifically validated instruments
  • Sound talent decisions
  • Contact within one day

To call directly: +31 88 277 377 6