Employers spend billions annually screening and assessing potential new hiries, but they aren't getting much for their moeny. Research shows that this result should be no surprise. Our hiring problem starts at the very beginning of the recruiting process with the most common screening tool: the resume.
A 2016 study found that the candidate with the highest number of degrees, straight A's, and work experience- even in the "right" industry- isn't always the "right" candidate. The reason for this disconnect is that "looks like" the job in the past. These "looks like" metrics not only fail to predict performance, but also perpetuate exsiting unfairness in the workforce.
Despite its defects, coming up with a better alternative is no easy. The alternative are also flawed. For example, some employers have turned to cognitive tests, which assess whether candidates will be able to learn the necessary knowledge and skills after they are hired. These tests are among the most predictive top-of-funnel screens- but candidates don't like them. Moreover, low-income and underrepresented minority candidates tend to underperform on these assessments independent of their actual ability.
A better option is to ask candidates 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. But what candidate are able to do is just part of the equation- and it may not even be the most imprtant part. Research shows that one of the most predictive components of success on the job is honesy. Integrity tests, which will do the job well. In other words, character matters.
Given all these better alternatives, it's high time employers ditched the resume. Using more accurate talent- screening methods would increase efficiency and have the added bonus of revealing some great candidates hideen by today's flawed hiring processes.
