Dear Claudia,

Why do some managers insist on measuring everything in the recruiting process? I think that metrics can be demoralizing and can affect a person's way of doing things, sometimes making them less effective. If I know that I can get better results by following my gut instinct, I will do so. Perhaps I will make fewer calls than my cubicle-mate. Should I skew the results by following a prototype of the ideal search? Or should I do what is right?

Diana Luger

Dear Diana,

Your question in yesterday’s Forum was so delicious that I couldn’t resist putting it front and center today on RBC. What is "right" in this context? And if I can outperform your expectations by doing it my own intuitive way, isn’t that the better path to follow?

As Marisa Tomei said on the witness stand in My Cousin Vinny, “It’s a trick question, Your Honor” ...


Read the rest of my response and add comments of your own here.

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In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here.

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