Bridging the knowing-doing gap in hiring

Most hiring processes are shockingly dysfunctional

What we know is best

Bridging the knowing-doing gap in hiring has massive business relevance.

What we actually do

Why don’t we change our behavior?

This is how you should hire your next employee

  • Recognize the massive role that bias can play in the selection process
    Drop the belief that you have a special eye for talent or that you know a good candidate when you see one. Bias severely distorts your judgment, so you should never be too quick to trust yourself.
  • Immediately drop unstructured interviews and unvalidated tests (e.g. MBTI)
    Unstructured interviews and unvalidated tests, such as the Myers-Briggs Type Indicator, are major sources of bias. At best, they provide you no valuable information at all. At worst, they actively mislead you. Drop them immediately.
  • Screen for intelligence by using GCA tests
    Intelligence is the most important predictor of complex job performance. It can easily be screened with a validated general cognitive ability test.
  • Screen for certain personality traits by using FFM personality tests
    People who score high on conscientiousness and low on neuroticism perform better. To test for these traits, use a validated personality test, such as one based on the five-factor model of personality.
  • Screen for enthusiasm and mindset in a structured interview
    Job performance and mindset are additional important predictors of job performance. They can probably best be screened in an interview — but make sure to use a structured approach instead of a haphazard unstructured approach.



Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Twan Ackermans

Twan Ackermans

Aspiring manager interested in the complexities of leadership. Trying to cut through the noise without losing an eye for detail. Stay curious.