Employers spend
The research, however, shows that these results should be no surprise. Our hiring problem starts at the very beginning of the recruiting process with the most ubiquitous screening tool: the resume.
In 2016, leading industrial organization researchers analyzed a hundred years of
The reason for this disconnect is that resumes can’t truly reveal job skills, but instead focus on whether candidates have done something that “looks like” the job in the past. These “looks like” metrics not only fail to predict performance, but also perpetuate existing demographic inequities in the workforce, stalling
Despite its defects, coming up with a better alternative to the resume is not easy. The alternatives are also flawed. For example, some employers have turned to cognitive tests, which assess whether candidates will be able to learn the requisite knowledge and skills after they are hired. These tests are among the most predictive top-of-funnel screens — but candidates
Moreover, they risk perpetuating existing inequalities: low-income and underrepresented minority candidates tend to underperform on these assessments independent of their actual ability. This is not only an ethical issue, but a legal one. The Equal Employment Opportunity Commission (EEOC) actively polices “
A better option is what’s called a “behavioral consistency screen,” in which candidates are asked to qualitatively describe how their past experiences demonstrate their capabilities for future roles. While this method enhances accuracy, it is typically manually scored, limiting its scale.
Of course, one of the best ways to screen potential hires is to ask them to perform real job tasks — this is why aspiring editors are often given a piece of writing to spiff up, or photographers asked to share samples from their portfolios. Again, scale is a challenge — but here, technology can help, delivering simulations that test skills, such as coding or clinical diagnosis, at unprecedented scale and with far more minimal risk of
But what candidates are able to do is just part of the equation — and it may not even be the most important part. Research shows that one of the most predictive components of success on the job is honesty. (Honest people, not surprisingly, are more likely to be conscientious and dependable — two big predictors of job performance.)
Given all these better alternatives, it’s high time employers ditched the resume. Using one or more of the more accurate talent-screening methods would increase efficiency and accuracy, and have the added bonus of revealing some great candidates hidden by today’s flawed hiring processes.