Humans are influenced by implicit biases in their day-to-day behavior. Particularly when it comes to the hiring process in organizations, implicit bias can play a strong role in deciding who to interview, who to hire and who to fire. This strongly influences organizational outcomes.
Many organizations use selection methods that are not valid based on myths surrounding selection and recruitment. This CQ Dossier describes and challenges those myths and provides an overview of different selection approaches and their effectiveness to predict job performance.
This CQ Dossier describes how organizations can utilize structured interviews to attract and retain talented personnel. In particular, it focuses on general cognitive ability (IQ) and how HR professionals can utilize situational structured interviews to assess those competencies that are reflective of an applicant’s IQ.
High-quality decision-making matters. Evidence-based Management is an easy to apply approach that helps management practitioners to make better decisions. I got the chance to talk to Michael Vodianoi from ScienceforWork and Northmark Talent about the benefits of an Evidence-based Management approach in Human Resource practice. In our discussion Michael provides valuable insights about the principles underlying evidence-based HR, its practical benefits and how it can be applied in daily business.
This CQ Dossier describes how organizations can develop talent through effective Human Resource Development (HRD) systems. It describes the three main stages of HRD including needs analysis, design and implementation of training, and evaluation of training.
This CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. We focus on the Big Five Personality Model and describe the research that supports use of the Big Five for validation purposes with criteria.