Looks Good on Paper

Structured interviews, coherence bias and hiring beyond the CV. Most hiring processes are built to find people who interview well. Chrissy Oni, Talent Acquisition Director, Europe at Stagwell Global, has spent her career learning that this is not the same as finding people who will do the job well. She started as an estate agent, moved into agency recruitment, and went on to operations leadership at Assembly Global before taking on talent strategy and hiring across Stagwell’s media, commerce ...

Interviewer training, culture fit bias and hiring without a CV, with Jay Guney, founder and managing director of Dcoded. Most hiring processes put real effort into finding candidates and almost none into the person who interviews them. Jay Guney sees the result from the agency side every week. Many of the hiring managers his candidates meet have never had formal interview training. They are handed a candidate and asked to see if they're good, whatever that means for the role, and some walk ou...

Military hiring, alternative talent pipelines and candidate-led recruitment, with Daniel Hackett of Amazon. Most hiring starts with the business. What does the team need, what skills are on the job description, what does the ideal candidate look like. Daniel Hackett thinks that is the biggest mistake companies keep making. As a military recruiter leading military and police hiring across Europe for Amazon, he works the other way round. His team talks to service leavers, veterans, reservists a...

Skills-based hiring, ageism, and what the research says about years of experience, with Heidi Wassini, Chief People Officer at Viebke & West. Most hiring processes begin by screening on years of experience, and the evidence for that practice is close to nonexistent. A 2019 meta-analysis of more than 80 studies found the corrected correlation between prehire work experience and job performance is 0.06, which is where Heidi Wassini's comparison to horoscopes comes from, and she makes it wit...

Hiring bias, AI screening and skills-based hiring at global scale, with Kanwar Kohli, Senior Leader for Global Talent Delivery at Booking.com. Most organisations respond to hiring risk the same way. They add a stage. Then an interviewer. Then a wider debrief. Kanwar Kohli's argument is that this does not raise decision quality, it lowers it, because you keep adding assessors from the same craft who look for the same things, and because a panel assembled to spread risk also spreads ownership u...