A construction company would never use a building material proven to be structurally sound only 40% of the time. A pest management firm would never choose a pesticide that kills its target pest only 20% of the time. No company would lease a copier that produces clear copies only 30% of the time. Yet organizations make their biggest investments, choosing whom they will invite to join their workforce, using a process that is only marginally more effective than simply choosing people at random.
Validity is the accuracy with which something is measured. For example, the weight of an elephant measured by a scale, in ounces or grams, is more valid than the weight of an elephant measured by guessing. Therefore, scientists calibrate scales to measure standard ounces or grams to record valid weights. By calibrating unstructured interviews, businesses are in the same boat as a scientist who merely guesses the weight of an elephant. Their prediction is simply invalid. Dozens of academic studies that date back to the mid-1960s have demonstrated that unstructured interviews have very low validity when it comes to employee selection. Despite this, it’s still the number one method organizations use to choose between candidates.
How can companies calibrate their employee selection process the way scientists calibrate their tools?
First, they can convert to a more structured interview process. Those same studies have demonstrated that companies should use structured, predetermined questions specifically targeted at the critical knowledge and skills necessary to be successful in the vacant job. The use of strategic questions will increase the validity of the candidate selection.
Second, they can add a benchmark assessment to the selection process. A behavioral or personality assessment like DISC can certainly help avoid poor hiring choices. Adding additional benchmarked assessments such as a cognitive abilities assessment (if appropriate) and/or a motivating forces assessment will increase the validity of the selection process even more.
If you choose not to have a structured interview process or a valid assessment, you’re just as well off skipping the whole interview process. You would have the same success as randomly picking a resume from the pile on your desk.
To quote Golf Channel instructor Martin Hall, if you keep doing what you’re doing, you’re going to keep getting what you’re getting.
Call the Davidson Group at 336-294-5053 to improve the validity of your hiring process.
