Applicant Tracking System

We’ve known executive search consultants who are very competent, honest, and professional, and highly respected by CEOs. But … for the most recent four (out of seven) books published on hiring, I’ve asked 200 CEOs: “When you use an executive search firm, what percentage of the time do you feel you’ve gotten your money’s worth?” The averages: 20%, 19%, 21%, and 20%.  When asked what search firms do well, clients typically mention creating thorough job descriptions and conducting detailed chronological interviews, including questions about strengths and accomplishments in each role. However, when asked about their biggest complaint, the vast majority of clients say, “whitewash reports.”

The pandemic abruptly interrupted every organization, forcing us all into a 100% virtual world. There was no blueprint, no warning. It just happened. At first, we all adjusted, doing our best to make remote work function. But let’s be honest – problems quickly emerged.

Artificial Intelligence can theoretically improve hiring through data-driven decision making, predictive analytics, skills-gap analysis, and cost-effective recruitment. However, the keyword here is “theoretical.” In practice, an alarming unintended consequence is that AI could lead to worse hiring outcomes.

HireVue, a prominent player in HR technology, has become well-known for its platform that enables companies to receive short video submissions from job candidates. Like many in the hiring industry, HireVue is now exploring how Artificial Intelligence (AI) might enhance the hiring process. The potential is exciting, but as with any innovation, there are risks. AI is indeed helping companies streamline hiring processes, but the bad news? It’s also making it easier for companies to continue mis-hiring at scale.

No matter how many job interviews you’ve conducted, unless you’ve been trained in Topgrading hiring methods, this “most revealing” question will surprise – no, shock — you. It’s not a hypothetical question and not a trick question. It’s a question that surprises interviewees, and they welcome it, get into answering it, and oftentimes remark that their answer gave them new self-insights. Though it’s a question in a job interview, it’s NOT about any job they held.