Chances are, you’ve tried multiple levers to cut down on turnover in your call center, warehouse, or other high-volume hiring location. Chances are also decent that those efforts aren’t working. We’ve heard of employers who feel like they have “tried everything” but still have above 100 percent turnover. (For more about reducing turnover in high-volume positions, check out this free guide.)
The technology giant, Google, is known for hiring the best talent in the market and equally known for their wacky interview questions. For years, Google interviewers used these seemingly random questions to "help" them hire great talent. Turns out though, these questions didn't help at all.
“We found that brainteasers are a complete waste of time,” Laszlo Bock, senior vice president of people operations at Google, told the New York Times. “They don’t predict anything. They serve primarily to make the interviewer feel smart.”
Every company has and uses a predictive hiring system—whether they know it or not. Let's elaborate on a concrete definition of what a predictive hiring system is...
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