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5 Steps Toward Better Hires

By Jamie Winter, MA

Jamie WinterData integration is a powerful quality control process designed to control biases and stereotypes, maintain hiring standards, and ensure fair and accurate selection. The power of the process comes from interviewers sharing the information they’ve collected and then evaluating the interviewing competencies or targets (skills, experiences, etc.) based on all of the available data, not just their own data. The result is a profile of each candidate’s strengths and weaknesses that can be used to accurately and fairly predict performance in the job.

Here are 5 steps toward better data integration, and ultimately, better hires:

  1. Make it as efficient as possible. Schedule the data integration at the same time you schedule candidates, so that your interviewers can block the meeting time on their calendars. Facilitate the discussion via a tool like WebEx, Live Meeting or GoToMeeting to make it easy for the interviewers to attend.
  2. All of the interviewers who gathered behavioral information about the candidates meet to discuss each candidate.
  3. Focusing on one candidate at a time, each interviewer shares the behavioral evidence obtained for each competency or target.
  4. Covering one competency at a time, the group discusses the behaviors collected and develops a consensus rating (typically a 5-point rating scale where a 5 means exceptional performance, 3 means successful performance, and 1 means inadequate performance).
  5. After this process is completed, the group analyzes the candidate’s overall profile and decides whether to retain or reject the person.

It is unlikely that each interviewer will give the same rating for each candidate. The process of sharing behavioral data, discussing the rationale for each rating, and reaching a consensus rating is one of the most interesting and revealing parts of data integration. The advantage of this approach is that interviewers get a chance to review their data and are held accountable for collecting behavioral data and justifying their opinion to the group. Over time they become calibrated about what good and poor performance “looks like.” Ultimately, they make more effective hiring decisions.

For more best practices, read our Global Selection Forecast.

Jamie Winter is a manager in DDI"s Selection Solutions Group.

Posted: 24 Sep, 2013,
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