Josh Millet, CEO & Co-Founder of Criteria, breaks down our old, outdated ideas of standard hiring processes and explains the importance of using newer and improved science-based assessment tools. Josh founded his company, Criteria, 15 years ago and uses his experience in software development and organizational psychology to delve into the flaws of our hiring systems. Josh highlights the gap between the scientific evidence and the indexing measures that organizations are using to hire their employees and gives some insight into how to minimize this gap. We gain an understanding that, although experience and academic achievement seem related to success, they should not be the only factors influencing your ability to get hired. In order to implement this process, organizations need to rethink the boundaries of their talent pool and use new methods to filter potential employees. This episode is helpful for both the employee and employer, delving into how to be better prepared for the hiring process and how to implement this process for better business outcomes!

 

Key Points From This Episode:

 

• A welcome to today's guest, Josh Millet.
• A look at Josh's career background and the origin of his company, Criteria. 
• Exploring different jobs Josh had before he discovered his ideal place in the working world. 
• The influence of organizational psychology on his business plan. 
• Exploring the business's goals while understanding the needs of its target market.
• Understanding the gap between scientific research and organizations' hiring practices.
• How hiring based on resumes and interviews recognizes the wrong talent signals. 
• How Criteria creates objective and standardized assessments for measuring talent signals.
• A brief history of why companies are indexing incorrectly, leading to inaccurate evaluation.
• Shifting the interview process from hypothetical problem-solving to work-based situations.
• The ineffective, non-diversifying, and problematic outcomes of focusing on resumes.
• The importance of hiring adaptable, problem-solving, and versatile employees for the evolving business world.
• How Josh created effective, bias-reduced, and objective assessments as a tool to funnel a talent pool of candidates.
• The importance of intentionality in all aspects of the talent-acquisition process. 

 

Tweetables:

 

"Demanding experience, especially for entry and mid-level type roles, is really systematically excluding early career folks." — @joshmillet [0:06:47]

 

"A better way to predict performance and measure potential is to look for stronger talent signals rather than indexing heavily off the weaker ones like years of experience and educational pedigree." — @joshmillet [0:10:40]

 

"The more complex the role is, the more important learning ability is." — @joshmillet [0:16:32]

 

"Assessments and structured interviews essentially establish rules and objectivity that allow you to make more informed talent decisions that aren't swayed by things that really aren't predictive of success." — @joshmillet [0:23:31]

 

Links Mentioned in Today's Episode:

 

Josh Millet on Twitter

Josh Millet on LinkedIn

Criteria

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