From the course: Performance-Based Hiring
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Ranking candidates
- You can be confident that if a person has the basic skills, has a track record of comparable results, is still growing, has been recognize for achieving superior results, and is a cultural fit, the candidate is likely to be a finalist. But unless the candidate finds the work intrinsically motivated and sees the job as a career move, success is unlikely. However, making the correct assessment on each of these factors requires the formal sharing of evidence and getting everyone on the interviewing team to agree on each of these factors. If there is too wide a difference on any of the factors, it indicates there's too much emotion, gut feelings, or intuition clouding the assessment. In this case, no decision is better than a bad decision and it's better to get more information before deciding. To make the ranking for each of the seven factors, I suggest using this one to five scale. A level one means the person barely meets the minimum…
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