Editor’s Note: This article originally appeared on Select International’s website.
In recent years, more healthcare talent professionals are realizing something has to change. In an era of big data, we need to be more objective, more consistent, and more effective at predicting candidate success.
I’ve seen a lot of results published by vendors in our space. They report that their resume review tool, their interviewing tool, or their pre-employment test predict success. They identify a hospital that uses their tool and has high patient satisfaction or even patient quality results and then conclude that their tool works.
I didn’t pay a lot of attention in my statistics class but I recall that correlation does not equal causation. If they look at a larger number of healthcare clients and did a real validation study of some sort, they MIGHT show a real, causative correlation between use of certain strategies and tools and specific results, but that’s most definitely NOT what they are doing. What they are doing is not scientific by any means – it’s quite disingenuous, to be honest. What they aren’t CAPABLE of doing is a real study of data to show their value so they fall back on this trick.
The most DIRECT and honest way to evaluate efficacy of individual selection tools is to look at individual performance. Our Research and Development team does this routinely, and our most recent study revealed some interesting information. Click here to continue>>
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