THE

100

PRINCIPLES OF HIRING ACCURACY

PRINCIPLE

#18
MEASURE 'HARD TO MEASURE' TRAITS IN MULTIPLE WAYS
Some candidate traits are harder to measure than others (soft skills, for example). To accurately measure these kinds of traits, measure them multiple times in multiple ways.

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.