How to Improve Hiring Accuracy: A Scientific Approach

Hiring is NOT an exact science. At least that is the conclusion that Paul Sackett and his team found when they revisited met-analytic estimates of validity in personnel selection (2022). What is most likely to determine success of a candidate? - Structured Interviews: Predicts candidate success 17.6% more accurately than random hiring. - Job Knowledge tests: Predicts candidate success 16.0% more accurately than random hiring. - Empirically Keyed Biodata: Predicts candidate success 14.4% more accurately than random hiring. Combining all three methods predicts success 36-42% more accurately than random hiring. What does this all mean? - No hiring process is perfect. There is no foolproof way to determine success. - There are ways to build a more scientifically sound hiring process that INCREASES the odds of success. If you are having struggles with new hire success, your hiring process MIGHT be the culprit. If you need help digging into that, we here at Bespoke Placement Group are always happy to be a sounding board.

Gut Instinct vs. Process: Which One Actually Prevents Bad Hires? You meet a candidate who feels right. They’re confident, likable, and say all the right things. You go with your gut. Three months later, you’re wondering what happened to the person you interviewed. Here’s the truth: Instinct can spot talent. But only process confirms it. Gut checks give you intuition. Structured interviews give you consistency. Scorecards give you clarity — they turn subjective impressions into measurable criteria you can compare across candidates. The best hiring leaders don’t choose between them. They use instinct to guide — and process to prove. At BMS Recruiting, we help companies build hiring systems that turn good instincts into reliable results. Because instinct might win you one great hire. Process builds a great team.

When did hiring become louder than actual clarity? Somewhere along the way, “busy” became the new “productive” in recruiting. More interviews. More outreach. More activity (usually for activity's sake) But hiring isn’t a volume game. It’s a clarity game. The best hires usually come from calm, focused conversations. Not frantic searches. It’s the moment when a hiring manager slows down long enough to really define what they’re looking for. Not just what they're looking for in a resume. But in a person. I’ve seen it so many times: once the noise settles, the right candidate almost always shows up. Because hiring well isn’t about speed. It’s about stillness. It's about getting clear on the problem you’re solving and the kind of person who can actually solve it. The loudest hiring process isn’t always the most effective. And the best hiring managers? They lead with intention, not urgency. 🌄 Hiring Managers and Leaders: What helps you slow down the hiring noise and focus on what actually matters?

Hiring? Here's a helpful tip. Before writing a job description, start with asking one key question: 👉 "What does success in this role look like after 90 days?" Thinking beyond just tasks helps you define ownership, outcomes, and impact. This mindset brings clarity to the role, making interviews more focused, strategic, and aligned with your goals. When you define a job description with intention, you lay the foundation for a smoother and more effective hiring process. ◽ What's one tip you've found most helpful when starting your hiring process? 👇 Share your thoughts in the comments. --------------------------------------------------- Follow along for more insights on hiring and interviewing strategies. ◽ If you're hiring or refining your interview process, feel free to reach out. I am happy to explore ways I can support your next steps. #InterviewingTips #HiringProcess #JobDescriptionTips #RecruiterTips #HiringManagers

Scoring candidates based on “gut feeling” isn’t just risky — it’s inconsistent and unfair. A structured scoring system: ✅ Keeps interviews objective ⚖️ Reduces bias 🚀 Leads to better hiring decisions I’ve broken down a simple step-by-step framework to help you: 1️⃣ Define clear criteria 2️⃣ Build a scoring matrix 3️⃣ Calibrate your team 4️⃣ Mitigate bias 5️⃣ Stay consistent 📊 Because great hiring isn’t luck — it’s process. Do you currently use a scoring system when interviewing candidates? 👇 #Recruitment #HiringTips #TalentAcquisition #Interviewing #BiasFreeHiring

I’ve interviewed hundreds of candidates for small and growing companies, and the best ones always stand out not because they’re the most charismatic or polished, but because they understand how small organizations think. Here are three ways to make a strong impression when interviewing with a small company: 1. Show curiosity about the business In smaller teams, every hire shapes the company’s direction. Ask thoughtful questions about goals, customers, and challenges. It shows you’re thinking beyond your job description and interested in how your work connects to the bigger picture. 2️. Share examples of flexibility Small companies value people who can adapt because in small teams, roles evolve quickly. Share a story about when you stepped into something new or found a better way to get results. 3️. Connect to the mission Culture fit isn’t about personality, it’s about purpose. Link your “why” to the company’s goals. That’s what makes hiring managers remember you. When you can genuinely connect your work to what the company is trying to build, you stand out for the right reasons. Whether you’re the one hiring or the one interviewing, these small shifts make the process more human and meaningful on both sides. There’s nothing better than seeing the right hire make a real difference in a small team. #Hiring #Interviews #CareerGrowth #SmallBusiness #CandidateExperience #PeopleStrategy

In today’s hiring climate, interviews are no longer just about answering questions—they’re about demonstrating alignment, clarity, and value. Too often, talented professionals prepare for interviews by memorizing answers instead of mastering the story behind their success. But employers aren’t hiring résumés anymore; they’re hiring return on investment. That’s what inspired me to write my latest white paper, “From Interview to Offer: The Science of Standing Out in Virtual and In-Person Hiring.” It’s not just about being confident—it’s about being intentional: Framing your experience through measurable impact Navigating behavioral and competency-based questions strategically Negotiating as a partner, not a pleader Following up with precision and professionalism When you approach the interview as a business conversation about value, you shift from hoping for an offer to commanding one. Stay tuned—I’ll be sharing this new white paper shortly. It’s designed to help job seekers compete and win in a hiring landscape that rewards preparation, presence, and purpose. #CareerCoaching #JobSearchStrategy #InterviewPreparation #EmploymentEmpowerment

In today’s hiring climate, interviews are no longer just about answering questions—they’re about demonstrating alignment, clarity, and value. Too often, talented professionals prepare for interviews by memorizing answers instead of mastering the story behind their success. But employers aren’t hiring résumés anymore; they’re hiring return on investment. That’s what inspired me to write my latest white paper, “From Interview to Offer: The Science of Standing Out in Virtual and In-Person Hiring.” It’s not just about being confident—it’s about being intentional: Framing your experience through measurable impact Navigating behavioral and competency-based questions strategically Negotiating as a partner, not a pleader Following up with precision and professionalism When you approach the interview as a business conversation about value, you shift from hoping for an offer to commanding one. Stay tuned—I’ll be sharing this new white paper shortly. It’s designed to help job seekers compete and win in a hiring landscape that rewards preparation, presence, and purpose. #CareerCoaching #JobSearchStrategy #InterviewPreparation #EmploymentEmpowerment

I’ve noticed a growing trend in the hiring process — lengthy assessments that take 30–45 minutes (or more) to complete before a candidate is even guaranteed an interview. While I understand that companies want to find the right fit, it feels unfair and discouraging for applicants to invest so much time and energy into assessments that often lead nowhere. For many, it can feel like a waste of effort when there’s no follow-up, feedback, or even acknowledgment afterward. Candidates are more than test scores — we bring real experiences, ideas, and human value that can’t always be measured by a timed quiz or personality assessment. I believe there’s a better, more balanced way to approach hiring — one that respects applicants’ time and creates real connection instead of filtering people out too early in the process. What do you think? Have you ever spent time on an assessment that didn’t lead anywhere? How can employers make this process fairer for everyone? #Hiring #Recruitment #JobSearch #FairHiring #CareerTalk

Hiring is a decision — not a guess. Most hiring processes rely on résumés and interviews. But résumés only tell the past, and interviews often show what the candidate wants you to see. At AEG Strategic Data, we believe decisions should be made with clarity — not assumptions. ✔️ No tests ✔️ No questionnaires ✔️ No candidate involvement ✔️ Delivered in 24 hours Just name and date of birth — and you’ll get a complete behavioral profile with insights on communication, leadership, adaptability, and growth potential. Make every hiring decision a data-driven choice. Because when you know more, you hire better. 👉https://ow.ly/ykac50XbPuE Know your candidate before you hire. #iTalent #AEGStrategicData #HiringInnovation #HRTech #RecruitmentStrategy #AIinHR #DataDrivenHiring #SoftSkills #PeopleAnalytics #TalentAcquisition #FutureOfWork #HRInsights