It’s possible that organizations today rely more on human capital than ever before. A good talent acquisition and retention strategy is therefore crucial for success.
Many entrepreneurs fail to get it right, especially when they start out.
The problem is that, in the absence of properly validated tools, people are prone to glancing at things that may be detrimental to the hiring process.
Kyle Reyes, CEO of The Silent Partner Marketing, made headlines last week with his new screening tool, called the “Snowflake Test.” According to him, this will weed out whiny, complaining applicants.
How do snowflakes form? As Reyes puts it, “A snowflake is somebody who whines and complains and who comes to the table with nothing but an entitled attitude and the inability to back up their opinions.”
According to Reyes, sixty percent of the interviewees have been eliminated by the “Snowflake Test” he posted on his Facebook page last week.
More than 15,000 emails and messages of support have been sent to Reyes since the story broke.
He clearly touched a nerve.
Your business may be tempted to use the Snowflake Test, but it may cause more problems than it solves.
The test contains several questions that may fall within the legal definition of discrimination.
One of these asks “What does faith mean to you?” While it is not an inquiry into the nature of faith, its implied meaning could be construed as such.
America poses many questions that can be problematic, such as:
“What does the United States mean to you?””””
The flag has been stepped on by someone. What should I do?”
“What is the first amendment to you?”.”””
This line of questioning may seem harmless at first glance, but it will likely provide the interviewer with information about the applicant’s country of origin. There is nothing to be happy about when you ask this question, according to the EEOC (Equal Employment Opportunity Commission).
The selection process has a legal underbelly. I cannot emphasize enough how important it is for any criterion predictor to be job-related. It is not possible to imagine these things. You run the risk of getting caught up in the legal weeds if you ask candidates questions that are not valid and not reliable indicators of job performance.
There is a chance that you think your business is exempt from EEOC laws. When your company has fifteen or more employees, you should adjust your thinking.
Think about the fact that many small businesses stay out of legal disputes with employees because of ignorance on the part of the employees. You can hope that you never hire an employee who understands employment law, but hoping is not a good strategy.
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There is a lot of talk about workforce diversity in business publications today. Why? Diversity of thought breeds innovation, and innovation breeds success, according to a growing body of research.
Listening to and reading Mr. Reyes, one gets the impression that his test is designed to find like-minded people. The appeal of the test may extend outside his organization because of this. Many Facebook commenters seem to share the same opinion.
However, it is unlikely that one can hire well through gimmicks, gut instincts, culture, or whatever is the latest buzz at the time. Prioritizing culture over knowledge, skill, and ability is a sure way to end up with an echo chamber.
A good fit between a person and a job is the key to successful hiring. A person who is a good “fit” for a job should ideally possess the KSAOs – the knowledge, skills, abilities, and other characteristics necessary for success at the level the job requires.
Unless, perhaps, one is hiring security forces, how candidates feel about the police, guns, and safe spaces is irrelevant.