Random thoughts on hiring, decision making
Posted: Sun Jan 05, 2014 9:54 am
This might be an interesting place to discuss this topic as some of us have had some or a lot of hiring experience and certainly who gets hired and selected in pro sports is critical to success.
SP mentions Gary Latham - and here are a wealth of his papers. He gave a lecture years ago and I recall telling SFU's Dean of Business in the late 70s IIRC hire this guy but they were luke warm on him yet he was practical and theoretical. That Dean wanted more theory I guess or feared his great ability to communicate. Dunno.
If they believe in "gut" decision making (despite that stuff coming from the gut kind of stinks) they tend to be hit and miss or hire very badly. I knew one exec. who thrice has hired the person who got him on probation once and fired twice! Three freaking times! He believes he knows best and makes gut decisions and is blind to the past.
The best predictor for selection are Assessment Centers but the costs preclude many from using this.
SP mentions Gary Latham - and here are a wealth of his papers. He gave a lecture years ago and I recall telling SFU's Dean of Business in the late 70s IIRC hire this guy but they were luke warm on him yet he was practical and theoretical. That Dean wanted more theory I guess or feared his great ability to communicate. Dunno.
WCJ posted about the book "How we decide" and here is a summary:
I use material from Michael Shermer in talks I do and he has brilliant examples of where perception is not always reality and is not immaculate.Summary of How We Decide by Jonah Lehrer (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com)
http://slooowdown.wordpress.com/2012/02 ... oldme-com/
This Canadian company - Self Management Group (I use their low cost, high quality surveys) has also worked with NHL teams to select future good draft picks. Their psychometric tests are good predictors of success in some jobs and industries. You don't use this or any tool as the sole device for selection! These tests are normative meaning that results are scored against others in the data base who are proven in the field. These are good for job selection but I know dozens of HR folks using ipsative tests that are great at assessing social styles or super for team building and making hiring decisions off these.
I have worked with great executives who hire bad people. I have seen bad execs hire good people. My point - hiring good talent is not correlated with good job performance of the person making the hiring decision. But what I do find is critical is the hiring person's mind set about hiring.Self Management Group http://www.selfmgmt.com/en/default.aspx
If they believe in "gut" decision making (despite that stuff coming from the gut kind of stinks) they tend to be hit and miss or hire very badly. I knew one exec. who thrice has hired the person who got him on probation once and fired twice! Three freaking times! He believes he knows best and makes gut decisions and is blind to the past.
The best predictor for selection are Assessment Centers but the costs preclude many from using this.