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Using the opening chapter as a starting point, the book outlines how early hiring decisions are shaped by flawed expectations, unreliable judgments, and the illusion of selecting “the best.” It presents hiring as a system that can become more accurate and transparent by applying data, improving methods, and reducing effort while increasing reward for both employers and candidates.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/evidence-based-hiring-chapter-1-the-failure-of-traditional-employment-screening/571504/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/evidence-based-hiring-chapter-1-the-failure-of-traditional-employment-screening/571504.png","ImageObject",442,249,{"name":88,"@type":89},"ahduag","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-20","2026-10-13",true,{"@type":98,"interactionType":99,"userInteractionCount":9},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What does the book say is wrong with traditional employment screening?","Question",{"text":108,"@type":109},"It argues the process is broken and based on hunches rather than employment science and data, leading to bias and poor selection outcomes.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How does the author illustrate biased hiring in the early experience?",{"text":113,"@type":109},"Through “My First Hire,” the author describes posting a job ad, selecting top résumés, and conducting interviews while recognizing the need to test candidates rather than only chat.",{"name":115,"@type":106,"acceptedAnswer":116},"What framework is used to improve hiring methods?",{"text":117,"@type":109},"The contents emphasize using evidence-based approaches that focus on validity and structured methods, including questions and interviews designed to be more objective and efficient.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},571504,1792481763,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":9,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},3985747870414,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Evidence-Based Hiring  \nZeljko Svedic  \nLicense  \nThis book is licensed under CC BY-ND (Creative Commons Attribution-NoDerivatives) 4.0 license:  \n[https://creativecommons.org/licenses/by-nd/4.0/legalco](https://creativecommons.org/licenses/by-nd/4.0/legalco)de  \nYou are free to:  \nShare—copy and redistribute the material in any medium or format for any purpose, even commercially.  \nUnder the following terms:  \nAttribution—You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.  \nNoDerivatives—If you remix, transform, or build upon the material, you may not distribute the modified material.  \nContents  \nCHAPTER 1: The Failure of Traditional Employment Screening ........................ 3  \nMy First Hire ...................... 3  \nThe Bell Curve ..................... 6  \n“We Hire Only the Best”............... 8  \nHow Can We Fix Employment Screening? ... 11  \nCHAPTER 2: The Current Model Doesn’t Work Because We’re All Biased ............... 13  \nScreening by Proxy .................. 15  \nProxies and Biases in Hiring ............ 19  \nCHAPTER 3: Not All Methods Are Equal ........ 21  \nHiring Science Gone Wrong ............ 21  \nThe Ultimate Measure: Predictive Validity ... 24  \nLow Validity Methods ................. 24  \nMedium Validity Methods .............. 26  \nHigh Validity Methods ................ 27  \nThe Multiple Methods Approach .......... 27  \nCHAPTER 4: Reward vs Effort .............. 29  \nThe Last Question .................. 29  \nReward vs. Effort Ratio ............... 30  \nWhy the Traditional Model Is Not Efficient ... 31  \nWays to Reduce Effort & Increase Reward ... 33  \nCHAPTER 5: Maximizing the Reward: How to Ask Good Questions? ................... 37  \nGreat Questions Cheat Sheet: Bloom’s Taxonomy ....................... 38  \nLevel 1: Remembering ............... 40  \nLevel 2: Understanding ............... 42  \nLevel 3: Applying ................... 44  \nLevel 4: Analyzing .................. 46  \nLevel 5: Evaluating .................. 48  \nLevel 6: Creating ................... 49  \nCHAPTER 6: The New Model in Detail ......... 54  \nEverything We’ve Learned: Validity, Reward vs. Effort, Good Questions ......... 54  \nThe Job Ad ....................... 56  \nThe Application Form ................ 60  \nScreening Résumés ................. 65  \nCommunicating With Candidates ......... 66  \nDetailed Screening Test ............... 68  \nStructured Interviews ................ 70  \nProbing Motivation and Character ........ 73  \nSecond Opinions ................... 79  \nNegotiating the Contract .............. 81  \nWrapping It Up ..................... 82  \nCHAPTER 7: We’re Not Done Yet: Continuous Improvement ....................... 84  \nCHAPTER 8: Conclusion .................. 88  \nBONUS CHAPTER: Screening Software Developers . 91  \nHow Testing Platforms Work ............ 96  \nConclusion ....................... 101  \nOne more thing........................ 103  \nAbout the Author ...................... 104  \nCHAPTER 1: The Failure of Traditional Employment Screening  \nThe traditional hiring process is broken. It’s a throwback to an industrial era hundreds of years ago, when we didn’t have employment science and relied on our hunches instead of data. If you’re reading this book, you probably feel the same way.  \nTogether, we’re going to change this! Hiring can be made more accurate while requiring less time, resources, and frustration from both employers and candidates. It can be made more transparent, objective, and, perhaps sometimes, even enjoyable.  \nMy First Hire  \nMany of us make the same mistakes when first hiring. I remember posting my first job ad: I was proud, as it was a sign that my little company was becoming serious. Customers were loving my product and I needed a software developer to help me out. It was obviously going to be the first hire of the many thousands that ","cbCain6YLmYioYEA","https://ap.wps.com/l/cbCain6YLmYioYEA","pdf",2753305,107,"English","# CHAPTER 1: The Failure of Traditional Employment Screening\n## My First Hire\n## The Bell Curve\n## “We Hire Only the Best”\n## How Can We Fix Employment Screening?\n# CHAPTER 2: The Current Model Doesn’t Work Because We’re All Biased\n## Screening by Proxy\n## Proxies and Biases in Hiring\n# CHAPTER 3: Not All Methods Are Equal\n## The Ultimate Measure: Predictive Validity\n## Low Validity Methods\n## Medium Validity Methods\n## High Validity Methods","[{\"question\":\"What does the book say is wrong with traditional employment screening?\",\"answer\":\"It argues the process is broken and based on hunches rather than employment science and data, leading to bias and poor selection outcomes.\"},{\"question\":\"How does the author illustrate biased hiring in the early experience?\",\"answer\":\"Through “My First Hire,” the author describes posting a job ad, selecting top résumés, and conducting interviews while recognizing the need to test candidates rather than only chat.\"},{\"question\":\"What framework is used to improve hiring methods?\",\"answer\":\"The contents emphasize using evidence-based approaches that focus on validity and structured methods, including questions and interviews designed to be more objective and efficient.\"}]","Evidence-Based Hiring - Chapter 1 - The Failure of Traditional Employment Screening | PDF",1791921563,37]