Hiring managers who use tests, assessments and behavioral interviewing to find the best candidates may be looking at the wrong things, according to new research from Harvard professor Todd Rose. None of those tools takes into account what makes each candidate unique—and successful.
In his new book, The End of Average: How We Succeed in a World That Values Sameness (HarperOne, 2016), Rose claims that an overreliance on statistics, prescreening, competency models, behavioral interviewing, and skills-laden and experience-based job descriptions are inappropriate, ineffective and counterproductive.
