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Old 06-08-2019, 04:54 PM
 
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Has anyone ever worked at a corp who did statistical analysis of hiring decisions retroactively (based on perhaps median ratings, average of many years, by hiring manager)? If so, did the corp take action against those who hired badly?

Decades ago, I interviewed with (did not accept as it was contractual-1 year) a CHRO at a F1000 who wanted to have statistical analysis done on voluntary attrition, and intended to fire for cause the bottom 10-20% (those managers at ALL levels disproportionately losing employees rated well in performance reviews).

If this nation wants to treat hiring decisions as if they matter, bad hiring decisions, made too often, should be cause for action against those hiring managers.
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Old 06-08-2019, 04:57 PM
 
Location: Aurora Denveralis
8,579 posts, read 3,001,676 times
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I assume most larger companies run some kind of analytics on hiring. I'd further assume that if that data showed a trend of hiring 'failures' by one HR staffer, there would be discussion of it.

OTOH, hiring - as we've plentifully discussed - has become such an automated, keyword- and metric-driven process there don't seem to be any humans in the loop to take such blame any more. I guess the brass could take the HR server out to a field for re-education, a la Office Space.
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Old 06-08-2019, 05:40 PM
 
10,058 posts, read 4,648,803 times
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Quote:
Originally Posted by Quietude View Post
OTOH, hiring - as we've plentifully discussed - has become such an automated, keyword- and metric-driven process there don't seem to be any humans in the loop to take such blame any more.
This is what people wanted, before big data, people complained it was too personal, if they liked you or not. Now it is metric based and people still complain...

Just can't win because of people not hired always thinks they should have been because they were "perfect" for it, alongside all the other "perfect" applicants
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Old 06-08-2019, 09:03 PM
 
Location: East of Seattle since 1992, originally from SF Bay Area
29,750 posts, read 54,373,866 times
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Most hiring managers are not in a position to hire at the same place over enough years to show statistically significant patterns. In my case for example, I hired at one place 17 years, another 16 years, and current place 10 years. Clearly if someone hires 6 people in 6 years and every one fails it would be time got that manager to be evaluated. HR big data is used more for identifying new hire traits that turn out to be good or poor employees for algorithms in screening software, and that only at really big companies. With only 2,000 people, ours would be too small, we screen manually.
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Old 06-08-2019, 09:07 PM
 
Location: Aurora Denveralis
8,579 posts, read 3,001,676 times
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Originally Posted by MLSFan View Post
Just can't win because of people not hired always thinks they should have been because they were "perfect" for it, alongside all the other "perfect" applicants
Read some of the relevant threads before you just belch platitudes.
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Old 06-08-2019, 09:43 PM
 
6,838 posts, read 3,708,603 times
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Originally Posted by MLSFan View Post
This is what people wanted, before big data, people complained it was too personal, if they liked you or not. Now it is metric based and people still complain...
...
I'm not sure there are very many valid metrics in a resume/keyword data search.
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Old 06-08-2019, 10:43 PM
 
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Originally Posted by tnff View Post
I'm not sure there are very many valid metrics in a resume/keyword data search.
No less than in the 1970s when people decided based on looks and gender/race :/
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Old 06-09-2019, 12:13 AM
 
6,949 posts, read 3,855,193 times
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Originally Posted by MLSFan View Post
No less than in the 1970s when people decided based on looks and gender/race :/
Is this a question of recognizing bad practices from the past or improving practices in the future?
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