In this People and Performance Podcast episode, we look at the psychology of hiring and the ‘Great Reassessment‘ of candidates.
Listen as we investigate the motivators of employees and what’s needed to provide a safe and productive company culture.
Our guest this time is Dr. Charles Handler, a thought leader, analyst, and practitioner in the talent assessment and human capital space. Throughout his career, Dr. Handler has specialized in developing effective, legally defensible employee selection systems.
Since 2001 Dr. Handler has served as the president and founder of Rocket-Hire, a vendor-neutral consultancy dedicated to creating and driving innovation in talent assessment. Dr. Handler has helped companies such as Intuit, Wells Fargo, KPMG, Scotia Bank, Hilton Worldwide, and Humana to design, implement, and measure impactful employee selection processes.
Throughout his career, Dr. Handler has been on the forefront of innovation in the talent assessment space, applying his sound foundation in psychometrics to helping drive innovation in assessments through the use of gaming, social media, big data, and other advanced technologies.
Through his podcast Science 4-Hire, his prolific writing for media outlets such as ERE.net, his work as a pre-hire assessment analyst for Bersin by Deloitte, and worldwide public speaking, Dr. Handler is a highly visible futurist and evangelist for the talent assessment space.
- In a recent LinkedIn post promoting a new episode of your awesome Science 4 Hire podcast, you write: “If you’re still relying on getting resumes from the same old places, you’re placing arbitrary limits on your talent pool ⏤ preventing you from hiring better people and undermining your efforts to increase diversity.” It’s such a juicy statement, we just had to start there! Can you break it down for us?
- In another Science 4-Hire episode, you spoke with David Futrell, senior director of assessment and selection at Wal-Mart. They test 10,000 to 15,000 candidates every day, (about 4 million annually). And that’s just for entry-level roles. David said their data shows that well over 90% of candidates will finish an assessment of any length. Have you seen this elsewhere and, if so, why is it more important to ask the right questions than to keep the job assessment process short?
- Are humans inherently biased/flawed in evaluating candidate capabilities and is AI finally ready to step in?
- Job fit versus organization fit: when it comes to hiring candidates who’ll stay and grow with the company, is culture fit more important than credentials and prior career experience?
- In the Science 4 Hire episode with Bas van de Haterd, you ask what is the best predictor of job performance? Can you share your take?