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Posts tagged with:  hiring

DEI as Stochastic Entryism

By: The Posts Author | Posted on: 27 Jan 24

New Discourses Bullets, Ep. 80 Entryism is the idea of infiltrating an institution with hostile subversives. It’s a name for a variety of strategies for getting them in where they’re not wanted. DEI (Diversity, Equity, and Inclusion) programs achieve an entryist goal through an indirect method that involves a bit of randomness. That is, they’re stochastic entryism. The way they work is to increase the probability of hiring people who are activists or who can be made activists through further training without intentionally selecting for activists in a direct way. This maintains plausible deniability about the goal of the program. Simultaneously, it

New Discourses Bullets, Ep. 80 Entryism is the idea of infiltrating an institution with hostile subversives. It’s a name for a variety of strategies for getting them in where they’re not wanted. DEI (Diversity, Equity, and Inclusion) programs achieve an entryist goal through an indirect method that involves a bit of randomness. That is, they’re stochastic entryism. The way they work is

What would a rational recruitment process look like?

By: The Posts Author | Posted on: 4 Jul 20

For 50 years we’ve known that the best predictor of recruitment success is mental ability. In fact, according to the most recent meta-analysis of research on the predictive power of recruitment assessments, mental ability, on it’s own, predicts 42%–45% of the variance in workplace performance (Schmidt, Oh, & Schaffer, 2016).The following graph shows the overall distribution of the predictive power of various assessments and other hiring criteria.Schmidt, Oh, & Schaffer, 2016So, what have we done with this information? Not much. Many of today’s recruitment processes weigh factors like culture fit, 360 results, emotional intelligence, and personality more heavily than evidence

For 50 years we’ve known that the best predictor of recruitment success is mental ability. In fact, according to the most recent meta-analysis of research on the predictive power of recruitment assessments, mental ability, on it’s own, predicts 42%–45% of the variance in workplace performance (Schmidt, Oh, & Schaffer, 2016).The following graph shows the overall distribution of the predictive power

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