GEN/GEO Scores
Will The Candidates You Hire Be Successful..?
Truism or not, most of us want to be successful in the company or organization that hires us. And, so does, in fact, the company or organization in question. This is why company recruiters have been tinkering with the process of evaluating job applicants — they want to predict the chance of a candidate’s future success. A resume or curriculum vitae — if structured properly — will help identify whether the skills and experience of a candidate fit the requirements for the job. Candidate interviews then typically follow to confirm whether a person is who he or she says he or she is and whether he or she could be “one of us”. Unfortunately, as recent literature suggests, interviews often fail to predict the success of candidates. They may not even reveal the “real person”. What’s more, interviewers tend have a positive bias towards candidates that are similar to them. But, does a company really need such a candidate? To minimize the effect of such perceptual bloopers and achieve a more objective candidate selection process, company recruiters are increasingly relying on a host of selection methodologies. The following is but a brief analysis of the most pertinent ones being used today.
