Resumes Vs. HireScore: Putting it to the Test
At HireScore, we revolutionize the first step of hiring by bypassing traditional resumes. Our screening surveys dig deeper, targeting the core of what makes a candidate fit for the role while improving the candidate experience. No more spending hours sifting through resume papers, faulty keyword scanning, and missing out on great candidates.
Let’s Walk Through it.
To start, let’s look at a simplified job description for a job that is easy to imagine.
Position:
Inside Salesperson for Appliance World
Responsibilies:
Greet customers and help them pick and purchase household appliances including refrigerators, washers/dryers, stoves/ovens, and dishwashers.
Reviewing Resumes.
Next, please review the two resumes below and decide who you would select to interview if you only interview one. Note that this decision is often much more complicated in the real world with tens, hundreds, or even thousands of resumes.
Who Did You Pick?
Decide who you would select to interview if you can only interview one. Make sure to remember or write it down who you picked.
Next, please make the same decision using additional information. Note that you haven’t yet been trained to understand all that you are looking at, but you’ll get the gist of it.
HireScore Scoring: Personality
This time we will show you their PreScreen scores based off the resume information you just evaluated, but we will also add personality fit information and situational judgment information on a scoring scale from 0-100. Finally, we’ll provide a composite predictor score that combines everything known about each candidate into a single statistically optimal score from zero to 100.
Who Did You Pick?
Now you don’t know exactly what these answers mean yet, but based on these scores, pick and choose the candidate you would select for an interview. Then, see below how each candidate was scored.
Zeke answered, “Neither accurate nor inaccurate” on this question.
Sydnee answered, “Very Inaccurate.” In other words, Sydnee claims to be confident in her ability to influence others while Zeke isn’t really sure. On average, for a sales role, this response pattern favors Sydnee.
Personality
You’ve seen the scores but you probably don’t have a great sense of why they matter. Let’s start with personality fit. To give you a sense of why Zeke scored lower on Personality, here is a sample question to the right.
This general response pattern happened repeatedly throughout the personality assessment on traits that are critical to retail sales such as Sociable, Considerate and Productive. Each of these responses is correlated with success in a sales role and Sydnee consistently answered in a more positive fashion which resulted in a much higher personality fit score. If we were hiring for a different role, such as accountant or nurse, the optimal response pattern would be different. In some cases the pattern is even customized beyond the position to the culture of your organization.
Zeke answered “Don’t say anything unless it happens again in the future.” This is not the ideal answer to this question. In fact, in the current group Zeke was the only person out of 13 people to choose this response. Had this been Zeke’s only mistake, he still could have scored well but he answered five out of fifteen questions incorrectly.
Meanwhile, Sydnee scored 15 out of 15.
Situational Judgement
Next, let’s look at an example for Judgment, which is short for Situational Judgment and is a very important predictor score across a wide array of jobs. Here is an example of a question on the Judgment Assessment.
The Situational Judgment Assessment helps to identify candidate who will struggle making sensible decisions in real world situations. While some of this may be mitigated with a strong training program, solid procedures, and effective management, it’s far easier to succeed if employees take initiative and act sensibly without being forced to do so.
Now, the final question: Which scenario do you think is likely to lead to a better hiring outcome?
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Resume
(Legacy))—Deciding which applicants you want to interview from a group of 30 people by evaluating their resumes.
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HireScore
(HireScore)—Deciding which applicants you want to interview from a group of 60 applicants using HireScore scoring as a guide.