by Tanya Menon and Leigh Thompson, Harvard Business Review, 2/22/16.
Key takeaway: “So in order to find the best candidates, you have to unsee the pseudo cues that grab your attention but are irrelevant to the job. Fine-tune your vision to pinpoint the real cues that matter for performance. Instead of “going with your gut,” use analytics to hone in on the right type of candidate.
Take all your past data on who has succeeded and failed in the role (or similar roles, if this is a new position) and analyze each person’s characteristics in a regression.
Which independent variables (GPA, major, extracurriculars, interview answers) predict success or failure? If you let the data speak, you’ll learn the hidden profile of success so you can distinguish the real cues that matter from the pseudo cues that don’t — so you can cull through the pile of resumes and the hours of interviews more efficiently.”