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Managing the hiring processes


In Head-Hunting, Big Data May Not Be Such a Big Deal

We’ve all heard about the brainteasers that big companies use in job interviews. After analyzing historical data from recruiting processes, Google has concluded that those fancy interview question are a complete waste of time, as they do not predict any kind of future performance.

In an interview for NY Times, Laszlo Bock, senior vice president of people operations at Google, explains that structured behavioral interviews, where the interviewed person can talk about previous experience and competences on dealing with real situations, give relevant information on the skills and on the personality.

Personality, or empathy, is a very good proxy for team success.

As for leadership potential, an early assessment is quite difficult because great leadership is related with team perception of equity and decision making ability.

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