People in the jobs market are scrambling for what positions there are, but we rarely reflect on how those people get picked, and whether that matching process could be made more efficient.
I have long been fascinated by the ways organizations select people. Hundreds of studies reveal the profound limitations of the traditional interview. Interviews favour candidates who are attractive, sociable, articulate, and tall. They also favour manipulative candidates, or ones who know how to make a positive impression even in a brief interview. But those aren’t always the best job performers. Read More…