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Objectivity in Recruitment Decision-Making

There are numerous examples in research that show that many recruitment decisions are made on a hunch – despite the amount of science and technology that is used to predict good performers nowadays.Malcolm Gladwell recounts a classic example in Blink. Back in the 1970s and ’80s, most professional orchestras transitioned one by one to “blind” auditions, in which each musician seeking a job performed from behind a screen. The move was made in part to stop conductors from favoring former students, which it did. But it also produced another result: the proportion of women winning spots in the most-prestigious orchestras shot up fivefold, notably when they played instruments typically identified closely with men. Gladwell tells the memorable story of Julie Landsman, who, at the time of his book’s publication, in 2005, was playing principal French horn for the Metropolitan Opera, in New York. When she’d finished her blind audition for that role, years earlier, she knew immediately that she’d won. Her last note was so true, and she held it so long, that she heard delighted peals of laughter break out among the evaluators on the other side of the screen. But when she came out to greet them, she heard a gasp. Landsman had played with the Met before, but only as a substitute. The evaluators knew her, yet only when they weren’t aware of her gender—only, that is, when they were forced to make not a personal evaluation but an impersonal one—could they hear how brilliantly she played

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So let’s raise three cheers then for the screen, then? And praise the searing honesty of the recruitment process for musician positions?

Well yes, except that in most interview situations there is no screen between interviewer and interviewees…

 

 

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