When you're a hiring manager, all the effort you put into the hiring process, from selecting resumes to interviewing candidates, leads to a crucial moment: making the right hiring decision. It's essential that everyone involved in the decision-making process is in agreement with the proper steps and communication channels. To ensure employers are making informed decisions when it comes to recruiting new hires, there are several steps they should take. First, employers should make sure that the candidate's qualifications make them ideal for the position and use the recommendation as a guarantee that they are making the right choice.
Additionally, employers should perform a standard pre-employment background check on candidates. This will provide more details about the person as an employee, for better or worse. Social media profiles can also give employers a better picture of the candidate they are interested in hiring. While it's legally risky to allow a candidate's activity on social media to influence their hiring decisions, as it can cause unconscious prejudice or discrimination, it can still be beneficial.
Furthermore, employers should use algorithms to filter candidates based on their hiring needs and make it easier for recruiters and hiring managers to see how candidates are performing. This will help generate applications from potential candidates who aren't actively looking for new jobs, but who may be a perfect fit for the available position. Finally, employers should be aware of any legal restrictions when using predictive hiring tools. The law imposes some restrictions on employers who use predictive hiring tools, as it is ill-equipped to address the changing risks posed by hiring tools enhanced with machine learning.
Industrial and organizational psychologists are often involved in the development of hiring procedures and may be skeptical of relying solely on theoretical correlations as the basis for new selection tools. By following these steps, employers can ensure they are making informed decisions when it comes to recruiting new hires. This will help them find the best candidates and avoid any legal risks associated with predictive hiring tools.