MEASURE 'HARD TO MEASURE' TRAITS IN MULTIPLE WAYS
Some attributes are harder to measure than others.
A candidate's soft skills for example - coachability, grit, EQ, etc.
Given this, it's no wonder a common question I hear from Journeyfront customers is this:
"We're finding it difficult to vet whether a candidate has attribute X. How do we measure that?"
My answer is Principle 18:
"Measure 'hard to measure' traits multiple times in multiple ways."
This is a crucial technique in many fields.
1) In Consulting, we called it Triangulation:
If a client asked us to measure something difficult (a random market's size), we'd measure it in a few different ways and then go with a conservative average.
2) Social scientists call it 'measuring for reliability':
If you've ever taken a test like Myers Briggs or DISC, you likely noticed being asked the same question in multiple ways. It's how test-makers reliably measure 'difficult to measure' traits.
This principle works wonders for consultants and test makers; it can do the same for your hiring process.