Yardstick grew out of the belief that growing companies need a hiring methodology using structured interviews with behavioral interview questions. This allows companies to hire with accuracy, save time, and improve candidate experiences.
Yardstick is a purpose-built software tool for implementing a hiring methodology. We help interviewers look beyond candidates who are just good at interviewing. We help prevent hiring decisions that overweight knowledge and experience while underweighting behaviors and values alignment.
Yardstick reduces cognitive bias in interviewing and hiring decisions. We provide interviewers with a tool that aids in identifying candidates who have high potential and a history of exhibiting behaviors that lead to success.
So how do you improve your hiring?
“Software programs… will help you improve your chances of including the most relevant candidates in your interview pool, including uncovering some hidden gems,” says Gino, a professor at Harvard Business School
Yardstick is that solution.
Yardstick is intelligent talent selection software that uses a data-backed methodology to help you identify high performers more quickly and easily in three ways:
Data-Backed Methodology. Yardstick uses a data-backed methodology to help our customers create an effective process for reducing bias and identifying candidates on a behavioral level that are most likely to succeed.
Many companies accidentally grade a candidate's ability to interview, not their potential job performance. With Yardstick, interviewers score the candidate's behaviors and ability to accomplish the goals associated with each role.
Standardized Interview Process. Standardizing your interview process is the top way to reduce bias in the interview process. Without a standardized process, you’ll be susceptible to hiring based on likability instead of behavioral best fit for the role. In addition, a standardized process guards you against hiring people you personally like and who most resemble your background.
Gino: On the other hand, structured interviews, whereby each candidate is asked the same set of defined questions, “standardize the interview process” and “minimize bias” by allowing employers to “focus on the factors that have a direct impact on performance.”
Behavioral Interview Approach. Yardstick uses a behavioral interview approach because it is shown by research as the best to predict future job performance. Behavioral interviews focus on a candidate’s past experience by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence.
Behavioral interviewing … gives recruiters a reliable indication of whether or not a candidate will succeed in a specific role and carries the significant added benefit of helping minimize the influence of unconscious bias. “Behavioral interviewing essentials”, Leela Srinivasan & Maya Humes