Hiring should be about finding the right person. Too often, though, the tools and methods organizations use actually work against them. Job postings filter candidates out for lacking skills they could easily and quickly learn. Competency checklists based on someone else’s philosophy of what leadership looks like rather than what actually works inside their organization. Assessment tools that aren’t scientifically validated or that screen for average profiles when the role needs something entirely different.
The funnel narrows before employers even realize it. And when a poor fit does get through, the individual can spend months or years struggling against expectations that were never clearly defined.
So how should organizations rethink the way they assess and select talent?
My guest this week is Dr. Stephanie Puckett, founder of SynergyMind Consulting. In our conversation, she draws on 20 years of experience in organizational psychology to reveal where hiring processes quietly break down and the implications for both employers and employees when they do.
In the interview, we discuss:
• The most common mistakes employers make in hiring
• Unintentional restriction of talent pools
• Skill and competency transfer
• The danger of using tools with no scientific validation
• The critical role of talent acquisition teams
• Data science versus psychology
• Finding confirmation bias in big datasets
• The importance of realistic job previews
• How will hiring develop in the next 2 to 3 years
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A full transcript will appear here shortly.
