The Secret to Creating the Best Job Screening Test

The average corporate job posting attracts 250 candidates. How do you quickly figure out who to interview? The traditional method is to eliminate most candidates based on their resume, but this is a bad idea. Most people don’t know how to write a good resume, even if they do have the relevant knowledge and experience… Read the full article

How to Screen Software Developers

Screening programmers is different than screening other employees, and we learned that the hard way. First, you will almost always want to hire an already good programmer. Why not hire an average one and then train them up? Years of experience and training don’t guarantee that somebody will become a great programmer. The large majority… Read the full article

B2B SaaS Conversion Rates for 84 Countries

TLDR: Data from two small software vendors shows that conversion rates for direct software sales differ between countries by two orders of magnitude. For each thousand new website visitors, the top group of countries had 9.14 paying customers, while the bottom group had only 0.19 paying customers. Both companies used in this research share some… Read the full article

No, Your Screening Process Is Not That Great

One thing makes my work life miserable. In some domains of knowledge people acknowledge domain difficulty and seek expertise. Nobody tells rocket scientists how to build rockets. Pre-employment screening is, on other hand, similar to politics. Everybody thinks they would be the greatest president ever, although they have zero qualifications for it. Similarly, every tech… Read the full article

Optimal Hiring Process: Reward vs Effort

In the previous blog post I explained that some applicant screening methods are basically useless, and some, like work-sample tests, knowledge tests, general mental ability (GMA), and structured interviews really work. But, we concluded that: No single method of screening has high enough validity to be used exclusively, so it is necessary to combine multiple… Read the full article

Screening Applicants: The Good, the Bad and the Ugly

This excerpt from the book explains why most screening methods are based on fake science, and lists methods which have proven predictive validity. Since we’re all biased and we use incorrect proxies, why not just outsource hiring to experts or recruitment agencies? After all, they’ve been screening people for many years, so they must know… Read the full article