May 20, 2022
Josh Millet, CEO & Co-Founder of Criteria, breaks down our old, outdated ideas of standard hiring processes and explains the importance of using newer and improved science-based assessment tools. Josh founded his company, Criteria, 15 years ago and uses his experience in software development and organizational psychology to delve into the flaws of our hiring systems. Josh highlights the gap between the scientific evidence and the indexing measures that organizations are using to hire their employees and gives some insight into how to minimize this gap. We gain an understanding that, although experience and academic achievement seem related to success, they should not be the only factors influencing your ability to get hired. In order to implement this process, organizations need to rethink the boundaries of their talent pool and use new methods to filter potential employees. This episode is helpful for both the employee and employer, delving into how to be better prepared for the hiring process and how to implement this process for better business outcomes!
Key Points From This Episode:
Tweetables:
“Demanding experience, especially for entry and mid-level type roles, is really systematically excluding early career folks.” — @joshmillet [0:06:47]
“A better way to predict performance and measure potential is to look for stronger talent signals rather than indexing heavily off the weaker ones like years of experience and educational pedigree.” — @joshmillet [0:10:40]
“The more complex the role is, the more important learning ability is.” — @joshmillet [0:16:32]
“Assessments and structured interviews essentially establish rules and objectivity that allow you to make more informed talent decisions that aren’t swayed by things that really aren’t predictive of success.” — @joshmillet [0:23:31]
Links Mentioned in Today’s Episode: