Hiring Using Behavioral Data
Soft skills play a critical role in hiring and when mismatched with the employer, more often than not result in mishires. To close this soft skills gap, people leaders need to better understand the behavioral traits of not only their candidates, but their organization. In this guide, you’ll learn what incomplete behavioral data looks like, four key types to measure, and the current tools and techniques that make this a quantitative process.
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What Makes Searchlight Different
Behavioral Data
More Than Soft Skills
Evaluate behavioral data that includes values, working styles, ways of operating, and much more.
Resumes and Interviews Are Incomplete
Move beyond traditional hiring processes that provide little real behavior data.
Prestige Bias Inflates Past Experience
Don’t let this and other biases affect the interview process and skew a candidate’s effectiveness.
Better Measure Candidates
Go beyond just technical skills to give a holistic view of new hires.
Move From Qualitative to Quantitative
Evaluate based on a mix of data and analysis tools.
Improve Quality of Hire
Continue to measure post hire to learn and retain the right people.
