Data is everywhere. Used for a variety of purposes, data helps individuals make more informed decisions. This need to arrive at more educated conclusions is driving many companies to increasingly rely on data in the hiring process. Measures such as personality tests, gamification, artificial intelligence, team interviews and mobile technologies are helping businesses find the right people to fill key positions.
Despite the ability of analytics to help businesses reach more informed decisions, there’s often a tendency to place too much emphasis on them, using them to make decisions rather than serving as a guide. As a result, it’s important that employers remember to use data as a supplement, not as a replacement to the more traditional processes of recruitment.
Here are a few reasons why the over-reliance on analytics can lead to negative results:
Can’t account for ‘intangible’ measures. Ask any coach, teacher or manager, there are certain assets that team members bring that can’t be fully quantified or qualified. These include a genuine willingness to help their co-workers, an upbeat attitude or exuding positivity. These often can’t be fully accounted for in personality tests. Thus, the traditional method of interviewing is irreplaceable.
Assessments aren’t fool proof. Because more businesses are utilizing tests in hiring, job seekers may be more inclined to provide answers that they may not genuinely believe but think sound good or score well. Assessments can be easily identifiable, and candidates may alter their answers because they know they’re being evaluated. In addition, you may not be able to easily see the reasoning or thought process behind the way a candidate answers certain “yes/no” and “true/false” questions in tests.
Data overload can lead to ‘analysis paralysis.’ Information can be so all-encompassing, it can make the hiring process extremely nerve- wracking, filled with “What if?” questions that can leave you second guessing. Data is great to have, but too much of it can take the human aspect out of hiring, as there’s something to be said for relying on your best judgment and professional experience. Additionally, testing and then processing of the results adds more steps to the recruitment process. And the longer it takes to move through the hiring process, the greater the possibility of a candidate landing a position elsewhere.
Sir Arthur Conan Doyle said it best: “It is a capital mistake to theorize before one has data.” But data should not be the “be all, end all” of personnel decisions. Working with a recruiter helps businesses better analyze information, so they can put it all in perspective and improve the caliber of talent that is coming into the organization.