I can’t say that I agree with this statement, but I can heartily say that competitive leaders can and should be supported by algorithms.
Authors in a Forbes article this month discuss digitization and how algorithms are poised to take over processes like reading resumes and using spreadsheets. They point to how little time humans spend reading a resume vs. how quickly artificial intelligence can scan a document like that. We should also note how fast algorithms can assemble information into a format that makes it easier for a leader (aka human) to make the final decision.
Companies that have a competitive advantage over their peers use predictive analytics to help them match candidates with the right job for them and the company. Predictive Index has done amazing research on how we can drive the probability of job success way up by assessing predicted behaviors & cognitive ability beyond just a resume. Combining these assessments with an effective interview push the odds of job success over the 50% mark. I live in Las Vegas and I like those odds.
Algorithms add more objective data to the hiring process and make up for shortcomings in hiring managers. Don’t be too quick to blame; many workplaces don’t have the time or resources to teach their hiring managers how to do it right. They may get some guidance or none at all on writing job descriptions, interviewing and evaluating candidates. Organizations that provide hiring managers with just-in-time tools have a greater chance of getting the right people into the right roles. Instruments are available today that strengthen managers’ impact from hiring the right person through onboarding and development into high performance. Algorithms can also serve up a custom coaching guide to help someone excel in the job they hold-even if that job is not a perfect fit for them.
Our hiring managers cannot all hold psychology degrees, and while possible, I haven’t seen any studies telling us that psych majors hire better people. Using technology to help our leaders make better people-decisions is low hanging fruit. Organizations can invest hundreds of thousands of dollars in leadership training for hiring and coaching that may or may not stick, or let algorithms deliver the tools needed to make better decisions. Why not make it as easy as asking your phone for a good place to eat lunch today or the best route to the concert? If not now, when?
RICH HAZELTINE IS A TALENT MANAGEMENT AND OPTIMIZATION CONSULTANT SERVING SMALL AND MEDIUM SIZED BUSINESSES IN THE TECH AND DEFENSE INDUSTRIES. HE SERVES AS A CONSULTANT AND COACH AT BUSINESS BRAIN LLC, A CERTIFIED PARTNER OF PREDICTIVE INDEX. RICH@BUSINESSBRAINLLC.COM