It is well known that there are many options for hiring new employees. Based on previous research, we also know that some methods are much better than others. For example, we know that structured interviews are much more effective than unstructured interviews for reducing interviewer bias. This is because the extra care taken to standardize interviews across all candidates and by including rating scales completed by multiple interviewers actually reduces the biases and heuristics that humans tend to develop about others.
One method that is useful for improving the validity for predicting top performers in selection is known as the Weighted Application Blanks method. This method allows employers to still use a very common hiring tool while simply adding weight to certain fields. This weighting ultimately adds to an overall score for each applicant making comparisons between applicants more fair and unbiased than mere gut feelings of a hiring manager.
How does your organization hire new employees? If care is not taken to ensure that human error and bias are not influencing the hiring decision. Failure to do so could result in problems with discrimination and possible legal action, so it is imperative that the best (that is, most reliable and valid for predicting job performance) selection tools are used.
Have you ever experienced what you felt could have been unfair hiring practices?
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 48-64.