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?"

Our 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.