How to use multiple signals to make clearer, fairer and more defensible recruitment decisions.
Behaviour evidence is the difference between a candidate who can describe the right things and one who has actually done them. For recruiters, employers and careers advisers, it...
A strong interview can be persuasive, but one good moment is not the same as reliable evidence. In hiring and careers advice, consistency over time is often a better indicator o...
CVs are useful evidence, but they are only one part of a fair hiring decision. A strong CV can show progression, relevant experience and clear impact; a weak or unconventional C...
Interviews can be one of the most useful parts of evidence-based recruitment, but only if they are structured and interpreted carefully. The aim is not to “read” a person from a...
Hiring decisions are easier to defend when they are based on clear evidence, consistent criteria and a documented process rather than instinct alone. For recruiters, employers a...
Not every concern in a recruitment process is a red flag, and not every red flag should end a conversation. For recruiters, employers and careers advisers, the challenge is to r...
Role test evidence is the practical proof that a candidate can do the work, not just talk about it. For recruiters, employers and careers advisers, it helps separate genuine cap...
Good hiring decisions rarely come from one source of evidence. A polished CV can hide weak delivery, a strong interview can mask poor role fit, and a single test score can overs...
Recruitment decisions often go wrong when we confuse confidence, polish or familiarity with evidence. A strong handshake, a neat CV or a fluent interview answer can all feel per...
Work style evidence helps recruiters, employers and careers advisers look beyond a polished CV and ask a better question: how is this person likely to work in this role, team an...
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