For companies

Deciding between your top candidates? Learn how to use scorecards, match scores, and data-driven insights to make the right final hiring decision.

Discover how to eliminate bias and boost hiring accuracy. Learn a structured, step-by-step framework to evaluate candidate skills, build behavioral rubrics, and select the right assessment tools for your recruitment process.

Stop relying on hiring assumptions. Learn how evidence-based recruitment uses data, cognitive ability, and personality traits to find top performers.

Stop Hiring for Pedigree and Start Hiring for Performance Many companies fail at recruitment because they focus on past achievements without considering current context. This excerpt explores how to use Evidence-Based Recruitment and the Critical Incident Technique (CIT) to identify the specific behaviors—not just results—needed for success. By defining the Purpose, Tasks, and Behaviors of a role before interviewing, hiring managers can avoid "misfit hires" and ensure new employees possess the grit and resourcefulness required to thrive in their unique organizational culture.

Over the last couple of years you might have heard the phrase “Evidence Based Recruitment” (EBR, for short) here or there. It gained visibility specially around conversations related to candidate tests for logical ability or personality traits, stirring some debate about their relevance, and confusion on how it relates to the well-known competence based recruitment.

All employees have different and valued core competencies. To ensure that these competencies are never completely lost, succession planning is extremely important. This type of planning describes who will replace a person who is no longer there to make their contribution – for whatever reason, whether for a short period or permanently. People can be ambitious and loyal, but there will always be unpredictability, and key employees may leave the company at any time. In situations like this, it is important to be prepared for change.