Evidence-Informed Hiring

Test one recruiting workflow before expanding it.

Measure the usefulness of the workflow instead of assuming that more profile data means better hiring.

Give recruiters and clients the same understanding of the role.

Reduce ambiguity in the brief and make client feedback useful for the next conversation.

Keep the context when the candidate enters your ATS.

A useful handoff needs accessible evidence and clear ownership, as well as a record in the system.

Use the profile to prepare a better interview.

Spend the conversation exploring what matters rather than repeating the résumé.

What does the evidence actually support?

Keep the source and limits of each claim visible during candidate review.

Ask for a useful candidate profile without creating another obstacle.

Make each request relevant to the role and worth the candidate’s effort.

When a résumé leaves the relevant experience out.

Recruiting, TalentSync Recruiter, TalentPass, Evidence-Informed Hiring

Before you screen candidates, agree on the work.

Recruiting guide Before you screen candidates, agree on the work. A clearer role brief gives recruiters and hiring…