Insights / Category
Hiring Science
Research on structured interviews, validity, and AI scoring methodology from I-O psychology applied to modern hiring.
How to Write a Scoring Rubric for an Interview Competency
A rubric is only as good as its anchors. Here is a step-by-step process for building one that interviewers can actually use consistently.
Structured Interviews Reduce Bias. Here Is the Research.
Decades of I-O research show that structured interviews outperform unstructured ones on both validity and fairness. Here is what the data actually says.
GPA Predicts GPA. It Doesn't Predict Much Else.
Grade point average is still a common hiring filter. The validity research on it is weak. Here is what the data says and what works better.
How Interviewers Rationalize Decisions They've Already Made
Most hiring decisions are made in the first few minutes of an interview. Everything after that is confirmation. Here is the research on why this happens and what to do about it.
Behavioral vs. Situational Questions: When to Use Each
Both question types have validity evidence behind them. They measure different things and work better in different contexts. Here is how to choose.
Panel Interviews Don't Solve the Consistency Problem
Multiple perspectives sound like a safeguard against bias. The research says otherwise. Here is what panel interviews actually do and what does work instead.
Competency-Based Hiring vs. Skills-Based Hiring: What the Difference Actually Means
Skills-based hiring has gotten a lot of attention. Competency-based hiring has decades of research behind it. They are not the same thing, and the distinction matters.
Behaviorally Anchored Rating Scales: What They Are and Why They Work
BARS replace subjective impressions with observable behavior. Here is how they are built and why they improve scoring consistency across interviewers.
What Makes a Question Behavioral (and Why the Distinction Matters)
Not every past-tense question is behavioral. Not every situational question is weak. Here is how to tell the difference and when to use each.
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