Let's Stop Bling Hiring
This blog is in fact a script from a speech given at Disrupt HR in Calgary.
I must admit, one of you ladies literally stole my heart tonight. Yes, you, Karen.
As a reflection of how beautiful you are, I have a gift for you; a diamond.
I am offering you a vivid blue diamond called “Blue Moon”.
It is worth a whopping $48 million dollars, making it the world's most expensive diamond.
Karen, would you accept this gift? She said yes ladies and gentlemen…!
More seriously, I wouldn’t be the first one to offer an expensive engagement ring.
In 2005, Paris Hilton received a 5-million-dollar diamond ring from her fiancé. Their engagement was short-lived though… four months later, the wedding was off.
Jennifer Lopez has been engaged four times, but the engagement ring that Ben Affleck gave her is the most valuable. Ben famously gave her a pink diamond in 2002 worth $1.2 million. Jennifer returned it when they broke up two years later.
The moral of these stories, Karen? Be ready to be heartbroken and…please return the ring!
The value of a diamond is determined by looking at multiple criteria. At first, it is easy to be blinded by the exterior.
While carat weight is fundamental in a price calculation, other factors plays a big role as well: color, clarity, cut.
Taken together, these calculations are called the 4Cs.
We, as human beings, always want what we can’t have and what no one else has. As such, rarity is the most important factor to evaluate a diamond’s worth.
Red diamonds are the most expensive. The reason is simple: pure red diamonds almost don’t exist. The most known is the Mousaieff Red. Although small, this gorgeous red is valued at 7 million!
The main point here is that it is very easy to get blindsided by the “bling-bling” of a diamond. “Bling-Bling” is a Jamaican slang that refers to the imaginary "sound” produced from light reflected on a diamond.
But what about the employees we are hiring? Are we thorough enough in the selection process to not get swayed by the bling bling of candidates?
it can be overly easy to look at their exterior shape, and like what we see. We wrongly assume that the interior will be of equal quality.
We make a hiring decision, we wait a few weeks, and then…bam!... we wake up with a boatload of regrets.
How was it possible for that to happen? The resume was strong, the interview went FAN-TA-STIC.
Still, the employee is under-performing and you don’t see the situation getting better anytime soon.
Why? Why? Why?
Its because there is currently a big gap in the hiring process.
To be fully efficient, the hiring process has to insert hard data between the resume and the interview. How to get hard data?
Assessment tools are now readily available to help determine the true capabilities of any candidate against a unique performance and job model. Its called People Analytics and contrary to the interview, this is OBJECTIVE.
Technology can now reveal if the candidate will be a good fit or not for the organization.
It “unpeels” the thinking style, the behavioral traits and the interests of candidates, making HR able to judge the level of competence on the position they’re trying to fill.
Tailored interview questions and tips are then produced on “what to listen for” during the interview rounds.
I believe that organizations of all sizes ought to strongly consider people analytics as an add on to their current hiring practices. It has the potential to provide organizations with actionable data that can help them to interview better and hire smarter.
Human nature is very complex, but with the current technology and its capacity in data mining, human nature can be demystified.
Don’t let the bling bling of a diamond’s beautiful exterior blind you. After all, some of our most precious employees might have been “diamonds in the rough” at one point.
Thank you everyone!