If your selection process relies solely on traditional interviewing, unconscious biases are entering your decision making process. Typically this manifests in two significant ways:

• A bias towards candidates that excel in an interview environment; ironically, candidates who are performance managed out of their role every 1-2 years will be more comfortable in an interview environment than loyal & effective employees who haven’t had a formal interview in 5+ years

• A “culture fit” fallacy which often goes ‘I like this person therefore I believe they are a good fit’ ; in reality if a candidates’ personality traits are not aligned with the what the company culture rewards or requires then this new hire would be set up to fail, even if there is a good professional relationship with their line manager

So what is the ideal solution? Psychometric Assessments, underpinned by modern business psychology provide exceptional validity and data quality which, is used in conjunction with traditional interviewing.