Broken Personnel Selection
As my gazillion readers will be the first to confirm, I am pretty tough on personnel selection systems currently employed by many organizations (3 = a gazillion, right?). My critiques are so consistent that I occasionally wonder if I am employing too negative an approach to these discussions and I also begin to worry that perhaps my own, less than positive, experiences have unfairly influenced my assessment of this business practice.
Thankfully, this latest post from HR Tests suggests I am not alone in my dim view of the most common selection practices. Also, it sets my mind that I have not yet lost my marbles, at least where professional matters are concerned. Here are a few highlights from the article, but I strongly encourage any HR professionals that accidentally wander onto my blog to read the original post.
1) “Selection is typically terrible with good being the exception”
2) “Most other employers don’t the skill to differentiate the good from the bad as both look the same when confronted with nearly identical glossy brochures and slick websites” Here the “other employers” refers to smaller organizations and those without the capacity to engage in large-scale validation studies.
3) “Interviews alone are better than nothing but not much better – candidates are typically better at deceiving the interviewer than the interviewer is at revealing the candidate.”
4) “The system we have right now can’t even be described as being broken. That implies it once worked or could be fixed. Though ideally we could do good selection, typically, it is next to useless, right up there with graphology, which about a fifth of professional recruiters still use during their selection process.”
5) “Sales and marketing works, even if the product doesn’t.” referring to the sale of selection services.
6) “The unstructured job interview has a lot of “truthiness” to it.” Referring to why people still use unstructured interviews. Bonus points to the author for using the term “truthiness.”
Seriously, go read the article. It is a fascinating read, assuming you are at all interested in personnel selection.