Data-driven decision-making may sound like business jargon, but in hiring, it simply means relying on unbiased evidence to achieve better hiring outcomes. Conversely, hiring decisions based on untrustworthy information such as gut feelings, hearsay, or personal judgments unrelated to job-specific competencies are well-documented to be less reliable in predicting job performance and retention.
Thankfully, structured interviewing produces data that lends itself to sound decision-making.
Structured interviewing produces the following information outputs:
It is easy to assume that inclusive hiring decisions are those where all interviewers have an equal vote on the final hiring decision, but that is an overly simplistic view of inclusion. An inclusive decision is one that serves all, and inclusive decision-making generally depends on a framework or process that may incorporate voting but has many other inclusive features. In the case of inclusive hiring, once again, it is structured interviewing—done well—that is the framework for inclusive decision-making.
Structured interviewing can support inclusive decision-making in the following ways:
Note: the term "diverse-as-possible" recognizes that while there may be many dimensions of diversity in an organization, there are often gaps. For example, the potential diversity of an interview panel of appropriate subject matter experts within the company is a practical limiting factor.
How decisions get made in an organization can be a source of tension, especially regarding high-stakes matters such as hiring decisions. Making matters worse, conflict avoidance among leaders can result in a lack of transparency. Nonetheless, it is crucial to clarify how the decision gets made to interviewers and other stakeholders to get ahead of concerns and to make space for process improvements.
It is outside the scope of this guide to dictate how your company makes decisions. However, there are examples of best practices that you may adopt or remix to suit your organization:
An unambiguous presentation of evidence best supports data-driven decision-making, often through visualization. The scorecard is the display format that suits hiring data best. A collection of candidate scorecards dramatically simplifies the evaluation of candidates across several standardized assessment criteria, such as recommendations, scores, and level assessments.