FAQ: Scientific Hiring

Scientific hiring is an approach based on methods validated by occupational psychology research. It replaces intuition with measurable data and structured processes to improve hiring quality.

According to Schmidt and Hunter meta-analyses, the most predictive methods are cognitive aptitude tests (validity 0.51), structured interviews (0.51), and personality tests (0.31). Combining these methods provides the best prediction.

A structured interview uses the same questions for all candidates, with predefined scoring rubrics. It includes behavioral questions (STAR method) and situational exercises. This approach doubles predictive validity compared to unstructured interviews.

Intuition is subject to many cognitive biases: halo effect, confirmation bias, affinity bias. Recruiters who rely solely on their instinct make bad hires in 50% of cases according to studies.

Use standardized assessment tools, structured interviews with multiple evaluators, objective scorecards, and validated psychometric tests. Anonymizing applications in the initial phase also reduces biases.

Absolutely. Small businesses have even more to lose from a bad hire. Tools like TalentAssessment make scientific hiring accessible and affordable, even for small HR teams.