When one person decides to pass or fail a test, the decision becomes personal, increasing the risk of hiring an engineer without scalability and making the wrong decision. This article introduces the disadvantages of attribution, the advantages of preventing it, and the features HireRoo provides to avoid it.
Disadvantages of attribution
Bias occurs
- The experience, thoughts, and biases of the individual in charge can be strongly reflected in the hiring process, resulting in a lack of diversity.
- This can lead to errors in judgment when a candidate's expertise is not sufficient for the skill set required of the candidate or when a candidate is overlooked because a person with a different perspective or experience is not involved, thus making the candidate less suited to the needs of the organization as a whole.
Reduced transparency
- When evaluation criteria are not verbalised, the selection process can become opaque, making it difficult for candidates and other stakeholders to understand the process and decision criteria.
- Hiring managers may need to explain the reasons and background behind their decisions each time, and hiring decisions may be difficult for other stakeholders to understand.
Delayed hiring decisions
- Since evaluators use their criteria for each evaluation, the evaluation review process can be time-consuming and delay the hiring decision.
To prevent this, HireRoo provides a "Technical Review" function allowing multiple evaluators to share their evaluations.
Benefits of Using the Technical Review Function
Improved consistency and fairness
- By setting and sharing evaluation indicators, all candidates are evaluated using the same evaluation items and indicators, thus improving consistency in judgment.
- It also reduces the possibility of each evaluator's subjectivity or bias influencing the results or overlooking a candidate's potential.
Increased Transparency
- Since the evaluation criteria are verbalized and shared, the selection process becomes more transparent. This makes it easier for candidates and other stakeholders to understand.
- It also has the added benefit of making it easier to improve the process.
Increased Speed and Efficiency of Hiring Decisions
- The technical review function allows personnel to evaluate candidates' test results against pre-defined and shared items and indicators, allowing them to assess efficiently candidates' test results and speed up the decision to pass or fail.
- HireRoo also uses "HireRoo" to hire engineers. We also use the technical review function to evaluate candidates on a 4-point scale against an evaluation table at the end of the selection process, with an average score of 3.0 or higher being considered for the position.
For more information on the technical review function, please click below.