Guidelines for Our Recruitment Operations

An evidence-based approach at the core...

At Jefferson Wells, we adopt an evidence-based approach, which means we work without bias and prioritize the skills and abilities of our candidates. Operating with an evidence-based methodology in recruitment means we not only assess candidates based on their current competencies but also use research and data to predict future performance and potential. Through scientifically validated tools, such as psychological tests and data-driven analyses, we gain a more objective and fair perspective of each candidate. This helps us minimize unconscious bias and make better long-term matches.  
 

… means a competency-based and unbiased process

For a long time, we have used competency-based recruitment as a guiding principle in our methodology. Taking an evidence-based approach takes us one step further, combining our competency-based methods with a data-driven, research-supported process. This ensures that every step in the recruitment process is based on both well-founded assessments and reliable data. It enhances the accuracy and quality of our recruitments.

Is a competency-based approach not enough?

The competency-based recruitment method focuses on ensuring that candidates possess the specific skills, abilities, and behaviors required to succeed in a given role. With structured interviews and clear criteria, candidates are assessed objectively based on predefined competencies, reducing the risk of subjective judgments. This approach helps ensure we match the right person to the right job – but in a rapidly changing world, additional layers of validation and predictability are needed. Working evidence-based in recruitment means not only focusing on the competencies required today but also being better equipped to predict future performance and development potential.

Why evidence-based recruitment delivers the best results

Using an evidence-based approach offers several advantages:

• Unbiased recruitment: By focusing on specific competencies, the risk of biases common in traditional recruitment methods is reduced. This contributes to a fairer and more objective assessment process, where candidates are evaluated based on their actual ability to perform the job rather than factors such as age, gender, ethnicity, or educational background.
  
  
• Better matching: By identifying and assessing the specific competencies and abilities needed for a role, you can ensure that you hire individuals who are truly suited for the job. Combined with data that helps predict future performance and potential, this leads to better matches.
  
  
• Focus on potential: Evidence-based recruitment allows for identifying candidates with the potential to grow and develop within the company. By not solely focusing on past experiences or specific education, you can uncover talents that might otherwise have gone unnoticed.
  
  
• Alignment with company culture: An evidence-based approach also helps you find candidates who align with your company’s culture and values. This is crucial for creating a harmonious and productive work environment.
  
  
• Future-proofing the workforce: In a rapidly changing world, it’s vital to hire individuals who can adapt and evolve. By emphasizing competencies and abilities rather than just past experiences, you ensure that your company has a workforce capable of meeting future challenges and technological advancements.